The Job Demands-Resources model as predictor of work identity and work engagement: A comparative analysis
By R. D. Braine, Gert Roodt. 2011
91 citations recorded by the source corpus.
Orientation: Research shows that engaged employees experience high levels of energy and strong identification with their work, hence this study’s focus on work identity and dedication. Research purpose: This study explored possible differences in the Job Demands-Resources model (JD-R) as predictor of overall work engagement, dedication only and work-based identity, through comparative predictive analyses. Motivation for the study: This study may shed light on the dedication component of work engagement. Currently no literature indicates that the JD-R model has been used to predict work-based identity. Research design: A census-based survey was conducted amongst a target population of 23134 employees that yielded a sample of 2429 (a response rate of about 10.5%). The Job Demands- Resources scale (JDRS) was used to measure job demands and job resources. A work-based identity scale was developed for this study. Work engagement was studied with the Utrecht Work Engagement Scale (UWES). Factor and reliability analyses were conducted on the scales and general multiple regression models were used in the predictive analyses. Main findings: The JD-R model yielded a greater amount of variance in dedication than in work engagement. It, however, yielded the greatest amount of variance in work-based identity, with job resources being its strongest predictor. Practical/managerial implications: Identification and work engagement levels can be improved by managing job resources and demands. Contribution/value-add: This study builds on the literature of the JD-R model by showing that it can be used to predict work-based identity.
Subfields: Organizational Behavior and Human Resource Management, Social Psychology
View Paper: https://www.semanticscholar.org/paper/92b15a1fa4a2a65b3603c35952922c7274d9cc4d
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In Organizational Behavior and Human Resource Management
In Social Psychology
Citations in the corpus
- Work-based identity and work engagement as potential antecedents of task performance and turnover intention: Unravelling a complex relationship (2012, background): “See Bothma (2011) and De Braine and Roodt (2011) for this conceptualisation and a detailed discussion of the workbased identity prototype.”
- Psychological capital: internal and external validity of the Psychological Capital Questionnaire (PCQ-24) on a South African sample (2013, background): “Multiple international (e.g. Schaufeli & Bakker, 2003) and national studies (e.g. De Braine & Roodt, 2011) have proven the internal consistency of the three subscales of the different versions (i.e. nine-item, 17-item) of the test.”