Abstract
This paper assesses the role of work engagement in the relationship between employee affect, as measured by affective commitment and job satisfaction, and employee outcomes using a cross-lagged survey design. Our structural model places affective commitment as an antecedent rather than an outcome of engagement, and the employee outcomes are subsequent values of supervisor-rated job performance and self-reported intention to quit. Our evidence supports the discriminant validity of work engagement (vigor), job satisfaction and affective commitment. Secondly, we demonstrate that affective commitment is an antecedent of work engagement rather than an outcome. We also establish that work engagement mediates the relationship between employee affect and job performance while playing no role in the determination of employee intention to quit.
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
