Work engagement as a mediator between employee attitudes and outcomes

Research output: Contribution to journalArticle

  • 33 Citations

Abstract

This paper assesses the role of work engagement in the relationships between affective commitment, job satisfaction and two employee outcomes - supervisor-rated job performance and self-reported intention to quit - using a cross-lagged research design. Our evidence supports the discriminant validity of work engagement, job satisfaction and affective commitment, and explores the temporal relationships between these constructs. Our findings suggest that work engagement mediates the relationships from affective commitment to job performance and intention to quit. Work engagement also mediates the relationship from job satisfaction to job performance, and partially mediates the relationship from job satisfaction to intention to quit.
LanguageEnglish
Pages2799-2823
Number of pages25
JournalInternational Journal of Human Resource Management
Volume24
Issue number14
Early online date7 Feb 2013
DOIs
StatusPublished - 2013

Fingerprint

Job satisfaction
Personnel
Supervisory personnel
Work engagement
Employee attitudes
Mediator
Intention to quit
Job performance
Affective commitment

Cite this

Work engagement as a mediator between employee attitudes and outcomes. / Yalabik, Zeynep Y.; Popaitoon, Patchara; Chowne, Julie A.; Rayton, Bruce A.

In: International Journal of Human Resource Management, Vol. 24, No. 14, 2013, p. 2799-2823.

Research output: Contribution to journalArticle

@article{a3ae6c48d8dc4823b4ffc207ce868aeb,
title = "Work engagement as a mediator between employee attitudes and outcomes",
abstract = "This paper assesses the role of work engagement in the relationships between affective commitment, job satisfaction and two employee outcomes - supervisor-rated job performance and self-reported intention to quit - using a cross-lagged research design. Our evidence supports the discriminant validity of work engagement, job satisfaction and affective commitment, and explores the temporal relationships between these constructs. Our findings suggest that work engagement mediates the relationships from affective commitment to job performance and intention to quit. Work engagement also mediates the relationship from job satisfaction to job performance, and partially mediates the relationship from job satisfaction to intention to quit.",
author = "Yalabik, {Zeynep Y.} and Patchara Popaitoon and Chowne, {Julie A.} and Rayton, {Bruce A.}",
year = "2013",
doi = "10.1080/09585192.2013.763844",
language = "English",
volume = "24",
pages = "2799--2823",
journal = "International Journal of Human Resource Management",
issn = "0958-5192",
publisher = "Routledge",
number = "14",

}

TY - JOUR

T1 - Work engagement as a mediator between employee attitudes and outcomes

AU - Yalabik,Zeynep Y.

AU - Popaitoon,Patchara

AU - Chowne,Julie A.

AU - Rayton,Bruce A.

PY - 2013

Y1 - 2013

N2 - This paper assesses the role of work engagement in the relationships between affective commitment, job satisfaction and two employee outcomes - supervisor-rated job performance and self-reported intention to quit - using a cross-lagged research design. Our evidence supports the discriminant validity of work engagement, job satisfaction and affective commitment, and explores the temporal relationships between these constructs. Our findings suggest that work engagement mediates the relationships from affective commitment to job performance and intention to quit. Work engagement also mediates the relationship from job satisfaction to job performance, and partially mediates the relationship from job satisfaction to intention to quit.

AB - This paper assesses the role of work engagement in the relationships between affective commitment, job satisfaction and two employee outcomes - supervisor-rated job performance and self-reported intention to quit - using a cross-lagged research design. Our evidence supports the discriminant validity of work engagement, job satisfaction and affective commitment, and explores the temporal relationships between these constructs. Our findings suggest that work engagement mediates the relationships from affective commitment to job performance and intention to quit. Work engagement also mediates the relationship from job satisfaction to job performance, and partially mediates the relationship from job satisfaction to intention to quit.

UR - http://www.scopus.com/inward/record.url?scp=84873490254&partnerID=8YFLogxK

UR - http://dx.doi.org/10.1080/09585192.2013.763844

U2 - 10.1080/09585192.2013.763844

DO - 10.1080/09585192.2013.763844

M3 - Article

VL - 24

SP - 2799

EP - 2823

JO - International Journal of Human Resource Management

T2 - International Journal of Human Resource Management

JF - International Journal of Human Resource Management

SN - 0958-5192

IS - 14

ER -