Work Engagement in Nonprofit Organizations: A Conceptual Model

Abstract

Using the revised job demands-resources (JD-R) model as a theoretical framework, our article aims to develop a conceptual model of the work engagement of paid workers in nonprofit organizations (NPOs) by identifying its antecedents and outcomes discussed in the literature. We found that job resources are prevalent antecedents for work engagement, while three categories of the JD-R model are all significant with work engagement. Although some findings are similar with existing studies for for-profit organizations, others implied that we need a different approach to work engagement of NPO workers. We finally offer a proposed JD-R model of work engagement in NPOs that has a new category, ideological resources. At the end of this article, we discuss the findings and academic/practical implications, along with recommendations for future research.

Relationships between Psychological Resilience and Work Engagement: Field Study in the Geography of Tragedies; Afghanistan Universities

“…First of the engagement antecedent is related to the psychological state of the individual (Kahn, 1990). The second antecedent is job-design-related factors that were explained by the job demands-resources (JD-R) framework (Park, Kim, Park, & Lim, 2018). Perceived leadership and management are the third antecedents in their research paper; however, results have negative and positive relations.…”

Mapping the Research Landscape of Strategic Human Resource Management in Nonprofit Organizations: A Systematic Review and Avenues for Future Research

“…Our review reveals the underexplored role of knowledge management and human resource development (HRD) in implementation processes (Ko & Liu, 2015;Peet, 2012;Zapata Cantu & Mondragon, 2016). Given the increasing body of research examining NPOs in the HRD literature that has developed distinctively from nonprofit HRM literature (Egan, 2017;S. Park et al, 2018;Wang, 2019), future research that brings insights from the two bodies of work together is necessary to intensify the investigation into the role of HRD in implementation processes.…”

The Life Cycle of Employee Engagement Theory in HRD Research

“…Of the 52 HRD-related articles we reviewed, 10 studies (including one reaction article) engaged in this type of theoretical work (Table 2). A majority of those studies explored the relationship between employee engagement and its antecedents and consequences by revisiting the JD-R model (Alagaraja & Shuck, 2015; Carasco-Saul, Kim, & Kim, 2015; Kim et al, 2013; Park, Kim, Park, & Lim, 2018; Rana, 2015; Shuck & Herd, 2012). In terms of the antecedents, literature on leadership (Carasco-Saul et al, 2015; Shuck & Herd, 2012), career (Lee, Kwon, Kim, & Cho, 2016), and high-involvement work practices (Rana, 2015) has been analyzed.…”