Meaningful Work, Job Resources, and Employee Engagement

Meaningful work and employee engagement have been the subject of increasing interest in organizational research practice over recent years. Both constructs shown to influence important outcomes, such as job satisfaction, wellbeing, performance. Only a limited amount empirical has focused on understanding relationship within existing theoretical frameworks. For this study, meaningful is proposed critical psychological state demands-resources (JD-R) model that can therefore, part, explain between resources engagement. Survey data collected from 1415 employees working range organizations, across number industries, were analyzed with confirmatory factor analysis (CFA) structural equation modelling (SEM). In support expectations, variety, development opportunities, autonomy, each had significant positive direct association work. These also indirect effect via Although feedback associations engagement, contrary supervisor negative The final explained sizable proportion variance both (49%) (65%). Relative weights analyses showed variety was strongest resource predictor work, more strongly associated than resources. Overall, results show plays an role enhancing providing skill task achieving goal. Practical implications, study limitations, future opportunities are discussed.