The Impact of Perceived Organizational Care on Employee Engagement: A Moderated Mediation Model of Psychological Capital and Managing Boundaries

Abstract

Although the research has demonstrated the crucial effect of perceived organizational care on employees’ interests and development in the workplace, the psychological mechanism by which it affects employees’ attitudes and behaviors at work remains unclear. This three-wave prospective study examined the effects of organizational care on employees’ work outcomes and elucidated the underlying mechanism from the perspective of psychological capital theory. The results obtained from 194 individual employees revealed that positive psychological capital generated a positive correlation between organizational care and work engagement. Furthermore, managing boundaries not only moderated the relationship between organizational care and psychological capital, but also played a notable moderated-mediating role in the indirect relationship between organizational care and work engagement through psychological capital.