Work Engagement: A meta-Analysis Using the Job Demands-Resources Model
Greta Mazzetti1, Enrique Robledo2, Michela Vignoli3
1Department of Education Studies, University of Bologna, Bologna, Italy.
Psychological Reports
|December 10, 2021
Summary
This meta-analysis reveals that personal and development resources significantly boost work engagement. Job satisfaction and commitment are strongly linked to engaged employees, with variations across roles and cultures.
Area of Science:
- Organizational Psychology
- Occupational Health Psychology
Background:
- Work engagement is a key factor in employee well-being and organizational success.
- A comprehensive meta-analysis with consistent categorization of antecedents and outcomes is needed.
Approach:
- A meta-analytic approach was used to synthesize findings from 113 independent samples (N=119,420).
- 533 correlations were coded to determine effect sizes for various work engagement factors.
Key Points:
- Personal resources (r=.48) and development resources (r=.45) showed the strongest positive association with work engagement.
- Job satisfaction (r=.60) and commitment (r=.63) were the most significant outcomes.
- Moderation analyses indicated cultural and educational differences in engagement relationships.
Conclusions:
- Work engagement is influenced by a combination of personal, developmental, and job resources.
- Understanding these relationships is crucial for enhancing employee well-being and organizational performance.
- The vigor and dedication dimensions of engagement are more strongly related to outcomes than absorption.
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