Abstract
With more organizations looking for employees who take initiative and respond creatively to the challenges of the job, engagement becomes important at both individual and organizational levels. Engaged employees are generally more satisfied with their work, committed and effective at work. According to the JDR model (Schaufeli & Bakker, 2004), engagement may be produced by two types of working conditions: job demands (i.e., role stress) and job resources (i.e., self-efficacy). This study examines the role of role stress (role ambiguity and role conflict) and work engagement as antecedents of job satisfaction. A cross sectional study using online questionnaires was conducted. The sample consisted of 312 Portuguese workers. Hierarchical multiple regressions analyses have revealed that job satisfaction was significantly predicted by role conflict and work engagement. Results support JDR model by showing that positive outcomes, such as job satisfaction, may be predicted by motivational process and job demands. On a practical level, JDR model provides a framework for understanding motivating workplaces and engaged and satisfied employees.
Highlights
The Job Demands-Resources (JDR) model is a theoretical framework that tries to integrate two fairly independent research traditions: the stress research tradition and the motivation research tradition
Due to the necessity of new cultural evidence about the JDR model and the importance of job satisfaction on organizational outcomes, this study examines the relationship between work engagement, role stress and job satisfaction, ant the role of work engagement and role stress as antecedents of job satisfaction
Preliminary Analysis First of all, before testing the regression models, we examined the measurement models with all study variables: work engagement, role conflict, role ambiguity and job satisfaction
Summary
The Job Demands-Resources (JDR) model is a theoretical framework that tries to integrate two fairly independent research traditions: the stress research tradition and the motivation research tradition. According to this model, job demands are initiators of a health impairment process and job resources are initiators of a motivational process. The model specifies how demands and resources interact, and predict important organizational outcomes such as job satisfaction or organizational commitment. Studies have shown that the JDR model can predict the experience of burnout and of work engagement (Demerouti & Bakker, 2011). The organizations are in need of employees who are engaged with their work (Bakker, van Veldhoven, & Xanthopoulou, 2010)
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