Job resources, engagement, and proactivity: A moderated mediation model

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dc.contributor.authorMaden-Eyiusta, Ceyda
dc.date.accessioned2021-05-15T12:37:31Z
dc.date.available2021-05-15T12:37:31Z
dc.date.issued2016
dc.departmentİşletme Fakültesi, Uluslararası Ticaret Bölümüen_US
dc.descriptionMADEN EYIUSTA, CEYDA/0000-0002-6505-8698
dc.description.abstractPurpose - The purpose of this paper is to investigate the mediating impact of work engagement on the relationship between three developmental job resources (i.e. autonomy, task variety, and feedback) and proactive work behaviors. It also attempted to explore the moderating role of job fit (demands-abilities (D-A) fit and needs-supplies (N-S) fit) in the proposed model. Design/methodology/approach - Data were collected from 225 employees in 20 small and medium-size enterprises in Istanbul, Turkey. Hypotheses were tested using hierarchical multiple regressions and hierarchical moderated regressions. Findings - It was found that engagement mediated the relationships between job autonomy, task variety, and proactive behaviors. Results also revealed that the relationships between autonomy, task variety, and engagement were positive and significant only for the employees with low D-A fit while the positive impact of engagement on proactive behaviors existed only for those employees with high N-S fit. The conditional indirect impact of job resources on proactive behaviors was strongest when the D-A fit was low and the N-S fit was high while this effect was non-significant when the D-A fit was high and the N-S fit was (either) low or high. Research limitations/implications - The generalizability of the findings is limited. Moreover, as the data are cross-sectional, it is not possible to derive causal inferences about the hypothesized relationships. Practical implications-Organizations should provide their employees with more autonomy and task variety to enhance their engagement and proactivity. Moreover, organizations need to consider their employees' level of job fit when they provide certain job resources. Originality/value - This study tests the mediating role of engagement on the relationships between three developmental job resources and proactive behaviors. It also sheds light on the moderating role of job fit in the proposed mediation model.en_US
dc.description.sponsorshipIstanbul Kemerburgaz University Research and Publications Commission [PB014-2013]en_US
dc.description.sponsorshipThe author gratefully acknowledges the research support from the Istanbul Kemerburgaz University Research and Publications Commission (Grant No. PB014-2013). The author would also like to thank the anonymous referees of 2015 Academy of Management Meeting for their helpful comments.en_US
dc.identifier.doi10.1108/JMP-04-2015-0159
dc.identifier.endpage1250en_US
dc.identifier.issn0268-3946
dc.identifier.issn1758-7778
dc.identifier.issue8en_US
dc.identifier.scopus2-s2.0-84994298830
dc.identifier.scopusqualityQ1
dc.identifier.startpage1234en_US
dc.identifier.urihttps://doi.org/10.1108/JMP-04-2015-0159
dc.identifier.urihttps://hdl.handle.net/20.500.12939/547
dc.identifier.volume31en_US
dc.identifier.wosWOS:000390754400001
dc.identifier.wosqualityQ2
dc.indekslendigikaynakWeb of Science
dc.indekslendigikaynakScopus
dc.institutionauthorMaden-Eyiusta, Ceyda
dc.language.isoen
dc.publisherEmerald Group Publishing Ltden_US
dc.relation.ispartofJournal of Managerial Psychology
dc.relation.publicationcategoryMakale - Uluslararası Hakemli Dergi - Kurum Öğretim Elemanıen_US
dc.rightsinfo:eu-repo/semantics/closedAccessen_US
dc.subjectJob Resourcesen_US
dc.subjectWork Engagementen_US
dc.subjectProactivityen_US
dc.subjectPerson-Job Fiten_US
dc.titleJob resources, engagement, and proactivity: A moderated mediation model
dc.typeArticle

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