Antecedents of work engagement in a multinational oil company

By A. Olivier, S. Rothmann. 2007

220 citations recorded by the source corpus.

The objective of this study was to investigate the antecedents of work engagement. Stratified random samples (N=171) were taken of employees in a multinational oil company. The Work Engagement Scale and the Work Experiences Scale were administered. The results confirmed that psychological meaningfulness and psychological availability were significant predictors of work engagement. Psychological meaningfulness displayed the strongest positive relationship with engagement. The relationship of co-worker relations and work role fit with work engagement was mediated by the psychological condition of meaningfulness. Cognitive, emotional and physical resources had the strongest effect on psychological availability. Co-worker relations and co-worker norms predicted psychological safety. The relationship between resources and work engagement was mediated by the psychological condition of availability. .

Subfields: Clinical Psychology, Organizational Behavior and Human Resource Management, Radiological and Ultrasound Technology

View Paper: https://www.semanticscholar.org/paper/91b239268cd5c4dc98186c875e5a2c2948ceca00

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In Clinical Psychology

In Organizational Behavior and Human Resource Management

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Citations in the corpus

Factors associated with employee engagement in South Africa : original research (2010, methodology): “Although the study of May et al. (2004) confirmed a positive association between psychological safety and engagement, Olivier and Rothmann (2007) could not find such an association.”
Meaningful work, work engagement and organisational commitment (2014, methodology): “May et al. (2004) found a Cronbach’s alpha coefficient of 0.90 for the PMS in a large insurance company, whilst Olivier and Rothmann (2007) reported a Cronbach’s alpha coefficient of 0.92.”
Engaging in Work Even When It Is Meaningless (2013, background): “For example, Olivier and Rothmann (2007) investigated the antecedents of work engagement on a sample consisting of employees from a multinational oil company based at different locations across South Africa.”
Sources of job stress, work engagement and career orientations of employees in a South African financial institution. (2010, background): “…and stability may be regarded as more important than the task itself, and should job security be a source of job stress, one’s overall engagement may be impacted or lowered until one’s basic need for security or psychological safety has been satisfied (Maslow 1987; Olivier & Rothmann 2007).”
Psychological empowerment, job insecurity and employee engagement (2010, methodology): “The restoration of meaning in work is seen as a method to foster an employee’s motivation and attachment to work, thus resulting in engagement (May et al., 2004; Nelson & Simmons, 2003; Olivier & Rothmann, 2007).”
Towards happiness: Experiences of work-role fit, meaningfulness and work engagement of industrial/organisational psychologists in South Africa (2010, methodology): “However, psychological meaningfulness did not mediate the relationship between work-role fit and work engagement, which is contrary to the findings of May et al. (2004) and Olivier and Rothmann (2007).”
Learning organization and work engagement: the mediating role of employee resilience (2020, background): “Olivier and Rothmann (2007) reported that ‘when organizations offer the physical, emotional and cognitive resources to employees, they will highly engage in their work roles and may disengage in the absence of these imperative resources’.”