Work satisfaction, psychological resiliency and sense of coherence as correlates of work engagement

The objective of the article is to describe the links between work engagement-the response variable, work satisfaction-the explanatory variable, and sense of coherence, along with resiliency as resources-moderating variables. The theoretical foundations for our hypotheses are Hackman and Oldham'...

Full description

Saved in:
Bibliographic Details
Published in:Cogent psychology 2018-12, Vol.5 (1), p.1451610
Main Authors: Derbis, Romuald, Jasiński, Arkadiusz M.
Format: Article
Language:English
Subjects:
Hypotheses
mediation
resiliency
sense of coherence
work engagement
work satisfaction
Citations: Items that this one cites
Items that cite this one
Online Access:Get full text
Tags: Add Tag
No Tags, Be the first to tag this record!
Description
Summary:The objective of the article is to describe the links between work engagement-the response variable, work satisfaction-the explanatory variable, and sense of coherence, along with resiliency as resources-moderating variables. The theoretical foundations for our hypotheses are Hackman and Oldham's Job Charcteristics Model, Block and Kremen's conception of resiliency, Antonovsky's salutogenesis, the JD-R of relation between work demands and resources and also the model of work engagement in the research of Schaufeli, Salanova, González-romá, and Bakker. Methods: 94 independent workers of Polish branches of international corporations were studied. Work satisfaction was measured using the SSP survey, engagement by UWES, resiliency with SPP-25 and sense of coherence with SOC-29. The recorded results consistent with the theory confirm the posited hypotheses indicating mutual links among the tested variables. For work engagement, of the greatest significance is work satisfaction and sense of coherence, which is a better mediator of work satisfaction in respect of engagement than resiliency. Discussion of the results indicates the accuracy of the study's theoretical foundations, as well as the need to perform research on a larger sample of new predictors of work engagement.
ISSN:2331-1908
2331-1908
DOI:10.1080/23311908.2018.1451610