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

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dc.access.optionRestricted Campus Access Only
dc.contributor.advisorBowler, Mark C.
dc.contributor.authorReburn, Kelly L.
dc.contributor.departmentPsychology
dc.date.accessioned2017-01-11T20:32:10Z
dc.date.available2019-02-26T14:23:51Z
dc.date.created2016-12
dc.date.issued2016-12-15
dc.date.submittedDecember 2016
dc.date.updated2017-01-11T14:32:26Z
dc.degree.departmentPsychology
dc.degree.disciplineMA-Psychology General-Theoretic
dc.degree.grantorEast Carolina University
dc.degree.levelMasters
dc.degree.nameM.A.
dc.description.abstractThe 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.
dc.embargo.lift2019-01-11
dc.format.mimetypeapplication/pdf
dc.identifier.urihttp://hdl.handle.net/10342/6010
dc.language.isoen
dc.publisherEast Carolina University
dc.subjectengagement
dc.subjectsupport
dc.subjectturnover
dc.subjectwell-being
dc.subject.lcshPersonality and motivation
dc.subject.lcshWork environment
dc.subject.lcshStructural equation modeling
dc.subject.lcshAdjustment (Psychology)
dc.titleThe mediating effect of engagement on the relationship between personal and environmental resources and work outcomes
dc.typeMaster's Thesis
dc.type.materialtext

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