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Personality, self-efficacy and job resources and their associations with employee engagement, affective commitment and turnover intentions

Personality, self-efficacy and job resources and their associations with employee engagement,... AbstractIn this paper, we examine the extent to which personality characteristics influence employees’ psychological connection to their work beyond that predicted by job context factors. More specifically, using Job Demands-Resources theory, we examined the influence of HEXACO personality facets, self-efficacy, and job resources on engagement, affective commitment and turnover intention. We used structural equation modelling on data collected from 623 participants working in a variety of organizational settings to test a proposed and a re-specified model. The results showed that both job resources and individual differences factors had direct and indirect effects on engagement, affective commitment and turnover intention. The personality facet liveliness was positively associated with engagement; sentimentality was positively associated with affective commitment; and social boldness, diligence and sentimentality were positively associated with self-efficacy. The model explained 69% of the variance in engagement, 60% of the variance in affective commitment and 33% of the variance in turnover intention. Despite the stronger influence of job resources, the results suggest that both individual factors and job context factors influence employees’ psychological attachment to their work. Practical implications in terms of selection, engagement and organizational development interventions, and further research opportunities are identified. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png International Journal of Human Resource Management Taylor & Francis

Personality, self-efficacy and job resources and their associations with employee engagement, affective commitment and turnover intentions

Personality, self-efficacy and job resources and their associations with employee engagement, affective commitment and turnover intentions

International Journal of Human Resource Management , Volume 31 (5): 25 – Mar 8, 2020

Abstract

AbstractIn this paper, we examine the extent to which personality characteristics influence employees’ psychological connection to their work beyond that predicted by job context factors. More specifically, using Job Demands-Resources theory, we examined the influence of HEXACO personality facets, self-efficacy, and job resources on engagement, affective commitment and turnover intention. We used structural equation modelling on data collected from 623 participants working in a variety of organizational settings to test a proposed and a re-specified model. The results showed that both job resources and individual differences factors had direct and indirect effects on engagement, affective commitment and turnover intention. The personality facet liveliness was positively associated with engagement; sentimentality was positively associated with affective commitment; and social boldness, diligence and sentimentality were positively associated with self-efficacy. The model explained 69% of the variance in engagement, 60% of the variance in affective commitment and 33% of the variance in turnover intention. Despite the stronger influence of job resources, the results suggest that both individual factors and job context factors influence employees’ psychological attachment to their work. Practical implications in terms of selection, engagement and organizational development interventions, and further research opportunities are identified.

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References (106)

Publisher
Taylor & Francis
Copyright
© 2017 Informa UK Limited, trading as Taylor & Francis Group
ISSN
1466-4399
eISSN
0958-5192
DOI
10.1080/09585192.2017.1362660
Publisher site
See Article on Publisher Site

Abstract

AbstractIn this paper, we examine the extent to which personality characteristics influence employees’ psychological connection to their work beyond that predicted by job context factors. More specifically, using Job Demands-Resources theory, we examined the influence of HEXACO personality facets, self-efficacy, and job resources on engagement, affective commitment and turnover intention. We used structural equation modelling on data collected from 623 participants working in a variety of organizational settings to test a proposed and a re-specified model. The results showed that both job resources and individual differences factors had direct and indirect effects on engagement, affective commitment and turnover intention. The personality facet liveliness was positively associated with engagement; sentimentality was positively associated with affective commitment; and social boldness, diligence and sentimentality were positively associated with self-efficacy. The model explained 69% of the variance in engagement, 60% of the variance in affective commitment and 33% of the variance in turnover intention. Despite the stronger influence of job resources, the results suggest that both individual factors and job context factors influence employees’ psychological attachment to their work. Practical implications in terms of selection, engagement and organizational development interventions, and further research opportunities are identified.

Journal

International Journal of Human Resource ManagementTaylor & Francis

Published: Mar 8, 2020

Keywords: Work engagement; JD-R; personality; self-Efficacy; affective Commitment; turnover Intentions

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