Psychological contracts and innovative behavior: a moderated path analysis of work engagement and job resources

2013 ◽  
Vol 43 (10) ◽  
pp. 2120-2135 ◽  
Author(s):  
Huo-Tsan Chang ◽  
Hung-Ming Hsu ◽  
Jia-Wen Liou ◽  
Chi-Tung Tsai
Keyword(s):  
Path Analysis ◽  
Work Engagement ◽  
Psychological Contracts ◽  
Job Resources ◽  
Innovative Behavior

scholarly journals PSYCHOLOGICAL CONTRACTS, INNOVATIVE WORK BEHAVIOR, AND KNOWLEDGE SHARING INTENTION: THE ROLE OF WORK ENGAGEMENT AND JOB RESOURCES

2020 ◽  
Vol 18 (4) ◽  
pp. 741-753
Author(s):  
Jovi Sulistiawan ◽  
◽  
Damaresty Andyani ◽  
Keyword(s):  
Knowledge Sharing ◽  
Work Engagement ◽  
Psychological Contract ◽  
Psychological Contracts ◽  
Partial Least Square ◽  
Work Behavior ◽  
Job Resources ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
The Relationship

This study examines the relationship between the psychological contract and innovative work behavior. The psychological contract consists of two types, relational and transactional. We tested whether work engagement mediates the relationship between those two types of psychological contract and innovative work behavior and knowledge sharing intention. Besides, we also tested the moderating effect of job resources whether to strengthen or weakened the relationship between psychological contract and work engagement. Using transformational directorate employees as our respondents because they are demanded to work innovatively. We employed Partial Least Square to test the hypotheses. Our findings will be discussed in the results and discussion section and followed by the implication of this study. This study contributes to understanding how and when the types of psychological contracts lead to innovative work behavior and knowledge sharing intention through work engagement.

Challenge Demands, Hindrance Demands, and Psychological Need Satisfaction

2015 ◽  
Vol 14 (2) ◽  
pp. 70-79 ◽  
Author(s):  
Simon L. Albrecht
Keyword(s):  
Work Engagement ◽  
Job Demands ◽  
Self Determination Theory ◽  
Structural Equations ◽  
Need Satisfaction ◽  
Self Determination ◽  
Job Resources ◽  
Mediating Effects ◽  
Psychological Need ◽  
Practical Implications

The job demands-resources (JD-R) model provides a well-validated account of how job resources and job demands influence work engagement, burnout, and their constituent dimensions. The present study aimed to extend previous research by including challenge demands not widely examined in the context of the JD-R. Furthermore, and extending self-determination theory, the research also aimed to investigate the potential mediating effects that employees’ need satisfaction as regards their need for autonomy, need for belongingness, need for competence, and need for achievement, as components of a higher order needs construct, may have on the relationships between job demands and engagement. Structural equations modeling across two independent samples generally supported the proposed relationships. Further research opportunities, practical implications, and study limitations are discussed.

Facilitating interns’ performance

2018 ◽  
Vol 23 (4) ◽  
pp. 382-396 ◽  
Author(s):  
Jessica van Wingerden ◽  
Daantje Derks ◽  
Arnold B. Bakker
Keyword(s):  
Work Engagement ◽  
Need Satisfaction ◽  
Job Resources ◽  
Content Type ◽  
Basic Need Satisfaction ◽  
Path Analyses ◽  
Optimal Functioning ◽  
Central Hypothesis ◽  
Basic Need ◽  
And Performance

PurposeThe purpose of this paper is to report a study in which central propositions from the job demands-resources (JD-R) theory and self-determination theory (SDT) are used to examine the antecedents of performance during practical internships. The central hypothesis of this study was that job resources foster performance through basic need satisfaction and work engagement (sequential mediation).Design/methodology/approachAn empirical multi-source study among Dutch interns and their supervisors in various occupational sectors. The interns reported their level of resources, basic needs satisfaction and work engagement, whereas supervisors rated interns’ task performance (n=1,188 unique supervisor–intern dyads).FindingsThis study integrates insights of the JD-R theory – by examining the relations between job resources, work engagement and performance – with a central premise of the SDT – which maintains that basic need satisfaction is the fundamental process through which employees’ optimal functioning can be understood. The outcomes of the path analyses revealed that satisfaction of needs indeed accounted for the relationship between job resources and work engagement as supposed in the SDT (Deci and Ryan, 2000). Further, the sequential mediated relation between job resources and performance through basic need satisfaction and work engagement corroborates the JD-R theory (Bakker and Demerouti, 2014).Originality/valueAs far as the authors know, this is the first study that examined the sequential mediation from job resources to performance via basic need satisfaction and work engagement, among a large sample of intern–supervisor dyads, including the objective performance rating of their (internship) supervisors.

Job Demands, Job Resources, Burnout, Work Engagement, and Their Relationships

2017 ◽  
Vol 59 (4) ◽  
pp. 369-376 ◽  
Author(s):  
Anja Van den Broeck ◽  
Tinne Vander Elst ◽  
Elfi Baillien ◽  
Maarten Sercu ◽  
Martijn Schouteden ◽  
...  
Keyword(s):  
Work Engagement ◽  
Job Demands ◽  
Job Resources

scholarly journals Analisis Pengaruh Work Engagement sebagai Mediator antara Job Resources dan Kepemimpinan Tranformasional terhadap Organizational Commitment dan Job Performance di Lembaga Pendidikan Indonesia Amerika

2018 ◽  
Vol 14 (3) ◽  
pp. 171-192
Author(s):  
Oudrey Jefany
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Work Engagement ◽  
Job Resources

Artikel ini membahas tentang pengaruh work engagement sebagai mediator antara job resources dan kepemimpinan transformasional dengan organizational commitment dan job performance. Penelitian dilakukan pada 80 karyawan tetap di salah satu lembaga pendidikan nonformal yang tersebar di DKI Jakarta, Jawa Barat, Jawa Tengah dan Jawa Timur dengan menggunakan metode regresi linear berganda. Hasil penelitian menunjukan bahwa work engagement berpengaruh positif sebagai mediator untuk hubungan antara job resources dan kepemimpinan transformasional terhadap organizational commitment dan job resources. Total effects yang paling besar ditemukan pada hubungan antara kepemimpinan transformasional terhadap organizational commitment dengan melalui work engagement sebagai mediator.

scholarly journals PERAN MEDIASI PERSON-JOB FIT DAN JOB RESOURCES PADA JOB CRAFTING DAN WORK ENGAGEMENT

2019 ◽  
Vol 1 (1) ◽  
pp. 1-8
Author(s):  
Akbar Dirgantara Putra ◽  
Marynta Putri Pratama
Keyword(s):  
Work Engagement ◽  
Partial Least Square ◽  
Least Square ◽  
Job Crafting ◽  
Job Resources ◽  
Job Fit ◽  
Purposive Sampling

Penelitian ini dilakukan berdasarkan fenomena dan didukung artikel jurnal yang ada, sehingga peneliti tertarik melakukan penelitian tentang peran mediasi person-job fit dan job resources pada job crafting dan work engagement. Tujuan penelitian ini adalah menganalisis dan menjelaskan pengaruh antara variabelindependen, variabel mediasi dan variabel dependen. Populasi penelitian ini yaitu karyawan PT. Semesta Pelita Harapan dengan sampel sebanyak 32 orang. Teknik pengambilan sampel yang digunakan adalah purposive sampling. Metode pengumpulan data dengan kuesioner, wawancara dan studi pustaka. Sikap responden diukur dengan skala likert 5 tingkatan dan data yang diperoleh diolah dengan SmartPLS (Partial Least Square))for windows versi 3.2.8. Analisis data menggunakan analisis deskriptif, dan analisis statistik (mediasi). Hasil penelitian menunjukan bahwa job resources berperan sebagai pemediasi penuh (full mediation) antara hubungan job crafting dengan work engagement. Begitupula dengan variabel person-job fit juga memiliki peran pemediasi penuh antara hubungan job crafting dengan work engagement.

scholarly journals Job Resources and Work Engagement among Finnish Dairy Farmers

2018 ◽  
Vol 23 (3) ◽  
pp. 249-261 ◽  
Author(s):  
Marja K. Kallioniemi ◽  
Janne Kaseva ◽  
Christina Lunner Kolstrup ◽  
Ahti Simola ◽  
Hanna-Riitta Kymäläinen
Keyword(s):  
Work Engagement ◽  
Job Resources ◽  
Dairy Farmers
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