Reaping the benefits of meaningful work: The mediating versus moderating role of work engagement

Abstract

This study examined whether meaningful work may improve one's quality of life outside of the workplace (i.e., work-to-life enrichment). More importantly, we proposed and tested competing hypotheses regarding the role of work engagement in the relationship between meaningful work and work-to-life enrichment. Specifically, we investigated whether work engagement served as a mediator of this relationship, as suggested by the job demands-resources model, or instead a moderator, as suggested by conservation of resources theory. Two-wave survey data were collected from 194 respondents recruited via Amazon Mechanical Turk. Analyses showed that meaningful work was positively related to work-to-life enrichment over time (i.e., 3 months later). Additionally, work engagement mediated but did not moderate the relationship between meaningful work at Time 1 and work-to-life enrichment at Time 2. We suggest that organizations foster a sense of meaningfulness in employees to facilitate engagement and in turn enrich employees' lives beyond the workplace. Therefore, not only organizations, but individuals as well may reap the benefits of meaningful work.

Searching for meaning: The mediating role of work engagement in the relationship between meaningful work and turnover intention of Millennials

“…Firstly, managers need to try and promote work engagement and meaningful work in their Millennial workers to increase the latter's desire to stay longer in their current organization or company. Furthermore, companies also need to adequately facilitate the dimensions of job resources for their workers (Johnson & Jiang, 2017). For example, the management team of the company needs to provide authority for the Millennial workers to increase their self-efficacy, which leads to an increase in their work meaningfulness and engagement (Johnson & Jiang, 2017).…”

“…The Job Demands-Resources model (JD-R model) can help to understand the relationship between the three concepts, which are meaningful work, work engagement, and turnover intention. The JD-R model explained that job resources could contribute to working engagement, which then potentially created a positive impact on work job resources are described as the aspects of work that can help in reaching work achievement related to the target, increasing the rate of selfgrowth, learning, development, and motivation (Johnson & Jiang, 2017). Therefore, meaningful work can be considered part of job resources because it helps stimulate understanding and purpose in work (Steger & Dik, 2010).…”

“…Furthermore, previous findings of the relationship between meaningful work and work engagement further support this notion. Meaningful work had a positive relationship with work engagement (Johnson & Jiang, 2017;May, Gilson, & Harter, 2004) and was a driving factor in forming work engagement (Fairlie, 2011;Wells-Lepley & Column, 2013). Aside from that, people that had found meaning in life and work would tend to feel more involved in their work (Holbeche & Springett, 2003).…”

“…Aside from that, people that had found meaning in life and work would tend to feel more involved in their work (Holbeche & Springett, 2003). Johnson and Jiang, (2017) also explain that workers who have meaningful work would physically and mentally receive energy from their work (vigor), easily focus and give full attention to their work, which will cause the workers to appear as if they are engrossed with their work (absorption), and will be enthusiastic, proud, and be inspired by their work (dedication).…”

The Impact of Meaningful Work on Employee Identity and the Mediating Role of Employee Resilience

“…The main objective of this study is to determine the effect of meaningful work on employee identity via the mediating role of employee resilience. Researchers have suggested that work meaningfulness plays a vital role in improving the employees' affective commitment (Johnson & Jiang, 2017) and enhance their ability of innovativeness (Cai et al, 2018). Coutu (2002) also directed researchers to observe the correlation of meaningful work with resilience in future studies.…”