The relationship between job resources, work engagement, and employee proactivity: Does job fit make a difference?
AuthorEyiusta, Ceyda Maden
MetadataShow full item record
This study aimed to investigate the relationships between different job resources (i.e., autonomy, skill variety, and feedback), work engagement, and proactive work behaviors based on Salanova and Schaufeli’s (2008) model. It also attempted to extend this model by clarifying the moderating role of two different forms of job fit (needs–supplies fit and demands–abilities fit) in the suggested relationships. The data were collected from 230 employees and their immediate supervisors who work in 20 small and medium size enterprises (SMEs) in Istanbul, Turkey. The results demonstrated that apart from feedback, both autonomy and task variety were positively related to work engagement, which in turn predicted individual innovation and voice behaviors. The analyses also revealed that work engagement acted as a full mediator in the relationships between job autonomy, task variety, and proactive behaviors. With respect to the moderating role of job fit, it was found that the relationships between autonomy, task variety, and engagement were positive and significant for the employees with low job fit and non-significant for the employees with high fit. The positive impact of engagement on proactive behaviors, on the other hand, was shown to exist only for those employees with high job fit.