Factors influencing work engagement and its impact on task performance

Abstract

This article aims to develop and test a research model that explores and investigates the role of core-self evaluations, pro-active personality and leader-member exchange as the influencers of work engagement and its impact on task performance. The relationships were tested via structural equation modelling using data collected from a sample of program analysts from IT sector with special reference to TIDEL Park, Coimbatore. The findings indicate that all the identified influencers namely core-self evaluations, pro-active personality and leader-member exchange have emerged as significant influencers of work engagement (R2 = 0.69). Furthermore, work engagement had a significant impact on task performance (R2 = 0.50). Special focus and initiatives have to be harnessed on having good leader member-exchange and recruiting employees who are proactive and who have core-self evaluations as they have shown significant impact on work engagement and hence task performance. Organisations must focus on creating and establishing these influencers in the workplace since it leads to employees being engaged and consequently task performance. Implications for theory and practice are discussed.