The mediating effect of engagement on the relationship between personal and environmental resources and work outcomes

Abstract

The Job Demands-Resources (JD-R) Model explains that job resources foster a psychological process that motivates employees, engendering positive outcomes. Using structural equation modeling the indirect effect of engagement on the relationship between two personal resources: proactive personality and adaptability, three environmental resources: coworker, management, and senior leadership support, and three outcomes: job performance, turnover intentions, and subjective well-being was examined. There was an indirect effect of engagement on the relationship between proactive personality, adaptability, and senior leadership support and turnover intentions and subjective well-being. Implications for the work environment are discussed.