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Meaningful work, job resources, and employee engagement

Albrecht, Simon L, Green, Camille R and Marty, Andrew 2021, Meaningful work, job resources, and employee engagement, Sustainability, vol. 13, no. 7, pp. 1-14, doi: 10.3390/su13074045.

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Title Meaningful work, job resources, and employee engagement
Author(s) Albrecht, Simon LORCID iD for Albrecht, Simon L orcid.org/0000-0002-9155-4759
Green, Camille R
Marty, Andrew
Journal name Sustainability
Volume number 13
Issue number 7
Article ID 4045
Start page 1
End page 14
Total pages 14
Publisher MDPI AG
Place of publication Basel, Switzerland
Publication date 2021-04
ISSN 2071-1050
Keyword(s) Science & Technology
Life Sciences & Biomedicine
Green & Sustainable Science & Technology
Environmental Sciences
Environmental Studies
Science & Technology - Other Topics
Environmental Sciences & Ecology
meaningful work
work engagement
job resources
Summary Meaningful work and employee engagement have been the subject of increasing interest in organizational research and practice over recent years. Both constructs have been shown to influence important organizational outcomes, such as job satisfaction, wellbeing, and performance. Only a limited amount of empirical research has focused on understanding the relationship within existing theoretical frameworks. For this study, meaningful work is proposed as a critical psychological state within the job demands-resources (JD-R) model that can therefore, in part, explain the relationship between job resources and employee engagement. Survey data collected from 1415 employees working in a range of organizations, across a number of industries, were analyzed with confirmatory factor analysis (CFA) and structural equation modelling (SEM). In support of expectations, job variety, development opportunities, and autonomy, each had a significant and positive direct association with meaningful work. These job resources also had a significant and positive indirect effect on employee engagement via meaningful work. Although job variety, development opportunities, autonomy, and feedback had significant positive direct associations with engagement, contrary to expectations, supervisor support had a negative association with engagement. The final model explained a sizable proportion of variance in both meaningful work (49%) and employee engagement (65%). Relative weights analyses showed that job variety was the strongest job resource predictor of meaningful work, and that meaningful work was more strongly associated with employee engagement than the job resources. Overall, the results show that meaningful work plays an important role in enhancing employee engagement and that providing employees with skill and task variety is important to achieving that goal. Practical implications, study limitations, and future research opportunities are discussed.
Language eng
DOI 10.3390/su13074045
Indigenous content off
Field of Research 12 Built Environment and Design
HERDC Research category C1 Refereed article in a scholarly journal
Free to Read? Yes
Persistent URL http://hdl.handle.net/10536/DRO/DU:30150379

Document type: Journal Article
Collections: Faculty of Health
School of Psychology
Open Access Collection
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Every reasonable effort has been made to ensure that permission has been obtained for items included in DRO. If you believe that your rights have been infringed by this repository, please contact drosupport@deakin.edu.au.