Mediating the role of work engagement between personal resources (self-efficacy, the big five model) and nurses’ job performance

Abstract

Purpose The purpose of this paper is to examine the mediating role of work engagement (vigor and dedication) between personal resources (self-efficacy and Big Five model) and job performance (task and contextual) rated by supervisor. Design/methodology/approach A sample of 364 nurses and their supervisors was used. Structural equation modeling with Amos-17 was used to obtain model fit with path significance of work engagement as mediator between personal resources and job performance. Findings The results found support for the proposed conceptual claim and confirm that work engagement with the two-factor model (vigor and dedication) mediates the relationship between personal resources (self-efficacy and Big five model) and with multidimensional construct of job performance (task and contextual performance) rated by the supervisor. Originality/value Past researches have never tested the two-factor model of work engagement (vigor and dedication) as mediating variable between personal resources (self-efficacy and big five model) and job performance rated by the supervisor.

Do Psychological Diversity Climate, HRM Practices, and Personality Traits (Big Five) Influence Multicultural Workforce Job Satisfaction and Performance? Current Scenario, Literature Gap, and Future Research Directions

“…Past researches have investigated relationship between personality traits and job satisfaction, but findings of these studies are not consistent (Bhatti et al, 2018;Mazler & Renzl, 2007;Mount et al, 1998;Tziner et al, 2008). In this regard, IIies, Scott, and Judge (2006) proposed that researchers need to further explore the role of personality traits in job satisfaction to better understand this relationship.…”

Revisiting the Happy-Productive Worker Thesis from a Eudaimonic Perspective: A Systematic Review

“…Engagement has been defined and operationalized (mostly by the UWES scales) as a positive, fulfilling, work-related present state of mind characterized by the presence of vigor, dedication, and absorption [33,55]. This construct has gained relevance in work and organizational literature [56][57][58][59], and it has become the main operationalization of eudaimonic well-being due to its relationship with desirable outcomes, including performance [60]. Although it has sometimes been described as "positive effect associated with the job" [61] that includes components of job satisfaction and, as such, could somehow be considered an indicator of hedonic well-being, work engagement, as operationalized by Schaufeli and Bakker, mainly combines feelings of persistence, vigor, energy, dedication, absorption, enthusiasm, alertness, and pride [18].…”

Could Personal Resources Influence Work Engagement and Burnout? A Study in a Group of Nursing Staff

“…Likewise, when workers develop and use their personal resources, tend to perceive more welfare (Gauche et al, 2017;Xanthopoulou et al, 2009), more work engagement and job satisfaction (Airila et al, 2014;Schaufeli & Taris, 2014). Specifically, in the health care personnel, these resources have show relation to a better quality of performance (Bhatti et al, 2018;Fiabane et al, 2013;Grover et al, 2018).…”