A model of employee engagement: Integrating the job demands-resources model and Kahn's psychological conditions

Date of Publication

5-24-2021

Document Type

Master's Thesis

Degree Name

Master of Science in Psychology Major in Industrial/Organizational Psychology

Subject Categories

Industrial and Organizational Psychology

College

College of Liberal Arts

Department/Unit

Psychology

Thesis Advisor

Darren Dumaop

Defense Panel Chair

Marissa O. Calleja

Defense Panel Member

Maria Carla M. Ong
Elena Morada

Abstract/Summary

The research purpose was to examine the underlying mechanism between the relationship of job resources with employee engagement. The research proposed that job resources influence employee engagement through the mediating role of psychological meaningfulness, psychological safety, and psychological availability. The research participants were full-time employees from different industries and had been working for their current employer for at least one year. A non-experimental, cross-sectional, explanatory research design was implemented. An online survey was given to the participants to measure autonomy as a job resource, psychological conditions, and employee engagement. All instruments were adapted from previous studies (Johari, Che Mit & Yahya, 2009; May, Gilson & Harter, 2004). Mediation analysis was used to examine the data through Model 6 of the PROCESS Macro in SPSS developed by Hayes (2013). The research followed Kahn’s theory of engagement and integrated it with the job demands-resources model — a widely used theory in engagement research. Results show that Kahn’s psychological conditions of meaningfulness and safety mediated the relationship between autonomy and employee engagement.

Abstract Format

html

Language

English

Format

Electronic

Physical Description

62 leaves

Keywords

Employees; Job demands-resources model; Well-being; Imperfection

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Embargo Period

5-24-2021

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