The mediating effects of work engagement: testing causality between personal resource, job resource and work related outcomes

Mediation Effects of Work Engagement among Arab Faculty Members on the Relationship between Job Demands, Organizational Commitment, and Job Strain

“…The study also resolved the limitations of prior studies which were confined to the job-demands strain relationship (e.g., Idris, 2011;Fako, 2010;Sulea et al, 2012). The empirical findings of the present study indicated that work engagement has a mediating role in the relationship between job demands and psychological strain and they are consistent with the prior studies (Noegsgaard & Hansen, 2017), who reported the mediating role of work engagement on workrelated factors and organizational outcomes (e.g., Ferrer & Morris, 2013;Priyadarshi & Raina, 2014;Yalabik et al, 2013). In this regard, past studies have examined this proposition but only a few have targeted university lecturers.…”

“…The main implication of which is the extension of the stress-strain literature and the demonstration that work engagement does mediate job demands-psychological strain relationship. In prior literature, the focus is mainly laid on workrelated variables moderating effect on the same, with the mediating effects of work engagement largely ignored (Noesgaard & Hansen, 2017;Priyadarshi & Raina, 2014;Yalabik et al, 2013;Sulea et al, 2012).…”

“…Following the JD-R model, the study conducted an analysis of the work engagement mediating role between stressors-strain factors to deepen the insight into the model and to respond to the call of past studies for the same (Noegsgaard & Hansen, 2017;Priyadarshi & Raina, 2014). The study also resolved the limitations of prior studies which were confined to the job-demands strain relationship (e.g., Idris, 2011;Fako, 2010;Sulea et al, 2012).…”

“…The hypothesized mediating role of work engagement has been found in this study is consistent with past studies. For this relationship, studies that examined the effect of work engagement on the stress-outcomes relationship have been few and far between, with several theoretical proposals made lacking empirical support (e.g., Noesgaard & Hansen, 2017;Priyadarshi & Raina, 2014;Yalabik et al, 2013;Schaufeli & Bakker, 2004). This significant mediating role can be attributed to the fact that lecturers with low ambiguity levels are not as likely to experience strain in their workplace when they are going about university activities.…”

“…Work engagement leads to positive work-related outcomes with a strong relationship between job, personal resources, job satisfaction, affective commitment. Work engagement was found to be a mediator between job and personal resources, which has an impact on employees' work attitudes (Priyadarshi & Raina, 2014). Moreover, it was reported to be an indicator of positive or negative for both psychological and organizational outcomes.…”