Work Demands, Personal Resources and Work Outcomes: The Mediation of Engagement

Domingos Isidório Da Silva Júnior,Felipe Valentini,Maria Cristina Ferreira

doi:10.11144/javeriana.upsy20.wdpr

Domingos Isidório Da Silva Júnior, Felipe Valentini + Show 1 more

Open Access

https://doi.org/10.11144/javeriana.upsy20.wdpr

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Abstract

The study tested a model of relationships of work demands (work overload and misbehavior of the students) and personal resources (self-efficacy) with job outcomes (turnover intention and job crafting behavior), as well as the mediation of work engagement on those relationships. The sample consisted of 451 Brazilian teachers, male and female (70.7% female), with ages ranging from 20 to 69 years (M = 38.63; SD = 10.36). The data analysis was performed through structural equation modeling and the fit indices were adequate. The results showed that work engagement mediated self-efficacy relationships with turnover intention and job crafting behavior. These findings present evidence for the JD-R Theory, according to which the demands exhaust the worker’s energy and produce negative outcomes at work, while the personal resources improve the work engagement and produce more positive outcomes. Training programs could be implemented to develop self-efficacy and attitudes of greater work engagement in the teachers, which could make them more proactive and guarantee that they continue in their jobs.

Highlights

RESUMEN El estudio evaluó un modelo de relaciones de demandas laborales y de recursos personales con resultados del trabajo, y el papel mediador del engagement en el trabajo en esas relaciones
The JD-R Theory suggests that personal resources, that is, the individual's positive evaluations of his ability to cope with the job demands, are predictors of work engagement (Bakker & Demerouti, 2018; Xanthopoulou et al, 2007)
The results evidenced that these effects were significant for work overload on turnover intention (WOL INT: β = 0.19, p < 0.01) and on the job crafting behavior (WOL - JCB: β = 0.12; p < 0.05), and for self-efficacy on the turnover intention (SEF INT: β = -0.11, p < 0.05)

Summary

Introduction

RESUMEN El estudio evaluó un modelo de relaciones de demandas laborales (sobrecarga y mala conducta de los alumnos) y de recursos personales (autoeficacia) con resultados del trabajo (intención de dejar el trabajo y comportamiento de redesenho), y el papel mediador del engagement en el trabajo en esas relaciones. The changes in the job world, such as organizational demands for greater competitiveness and productivity, have led to changes in the workers' behavior In this sense, the workers have had to cope with adversity, which requires decision-making skills. They need to learn how to work in teams, which requires assertiveness, communication skills, and activities in vertical hierarchical networks Those changes have aroused organizational scholars' interest by analyzing of the psychological and contextual factors that impact the employees' attitudes and behaviors in today's organizations (Bakker & Demerouti, 2017). In the wake of those concerns, one of the constructs that have led to a growing number of investigations is work engagement, which is characterized as a positive motivational state that leads employees to perform their tasks with high levels of energy, persistence, concentration, and pride in their work (Bakker & Albrecht, 2018). The JD-R Theory suggests that personal resources, that is, the individual's positive evaluations of his ability to cope with the job demands, are predictors of work engagement (Bakker & Demerouti, 2018; Xanthopoulou et al, 2007)

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