Performance expectations, personal resources, and job resources: How do they predict work engagement?

被引：87

作者：

Barbier, Marie ^{[1
]}

Hansez, Isabelle ^{[2
]}

Chmiel, Nik ^{[3
]}

Demerouti, Evangelia ^{[4
]}

机构：

[1] Univ Liege, Natl Fund Sci Res, Human Resources Dev Unit, B-4000 Liege, Belgium

[2] Univ Liege, Human Resources Dev Unit, B-4000 Liege, Belgium

[3] Univ Chichester, Dept Psychol & Counselling, Chichester, England

[4] Eindhoven Univ Technol, Dept Ind Engn & Innovat Sci, Human Performance Management Grp, NL-5600 MB Eindhoven, Netherlands

来源：

EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY | 2013年 / 22卷 / 06期

关键词：

Job resources; Longitudinal data; Performance expectations; Personal resources; Work engagement; POSITIVE EMOTIONS; EFFICACY BELIEFS; SELF-ESTEEM; DEMANDS; BURNOUT; GAIN; ORGANIZATIONS; ANTECEDENTS; SPIRALS; SUPPORT;

D O I：

10.1080/1359432X.2012.704675

中图分类号：

B849 [应用心理学];

学科分类号：

040203 ;

摘要：

Research on work engagement has mainly focused on the role of job and personal resources and has ignored the possible impact of personal demands workers develop with regard to their work. The aim of our study was to test the reciprocal relationships that job resources, personal resources, and personal demands, operationalized as performance expectations, share with work engagement. Three-wave longitudinal data were collected in a Belgian public institution (N=473). Results confirm the causal effects of job resources, personal resources, and performance expectations on work engagement. Reciprocal relationships are not significant. Results are discussed with regard to the impact of changes in job and personal resources and performance expectations on work engagement. Practical implications including reinforcement of Human Resources practices such as appraisal interviewing and career management are also discussed.

引用

页码：750 / 762

页数：13

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