Role Stress and Work Engagement as Antecedents of Job Satisfaction: Results From Portugal

Abstract

With more organizations looking for employees who take initiative and respond creatively to the challenges of the job, engagement becomes important at both individual and organizational levels. Engaged employees are generally more satisfied with their work, committed and effective at work. According to the JDR model (Schaufeli & Bakker, 2004), engagement may be produced by two types of working conditions: job demands (i.e., role stress) and job resources (i.e., self-efficacy). This study examines the role of role stress (role ambiguity and role conflict) and work engagement as antecedents of job satisfaction. A cross sectional study using online questionnaires was conducted. The sample consisted of 312 Portuguese workers. Hierarchical multiple regressions analyses have revealed that job satisfaction was significantly predicted by role conflict and work engagement. Results support JDR model by showing that positive outcomes, such as job satisfaction, may be predicted by motivational process and job demands. On a practical level, JDR model provides a framework for understanding motivating workplaces and engaged and satisfied employees.

The Mediating Effect of Employee Engagement between Its Antecedents and Consequences

“…Suharti and Suliyanto (2012) reported an effect of employee engagement on employee loyalty. Moura et al (2014) found that both role stress and employee engagement were significant predictors of job satisfaction. Ram and Prabhakar (2011) confirmed the hypothesis that employee engagement prompts organizational outcomes such as job satisfaction and involvement.…”

“…Coetzee and De Villiers (2010) highlighted the significance of employee engagement in employee satisfaction. Similarly, Orgambídez-Ramos, Borrego-Alés, and Mendoza-Sierra (2014) and Moura, Orgambídez-Ramos and Gonçalves (2014) regard engagement as a construct that is an antecedent of job satisfaction. Saks (2006) draws attention to the inputs and outputs of employee engagement that result in engaged employees.…”

Apoyo social y engagement como antecedentes de la satisfacción laboral en personal de enfermería

“…Cuando los profesionales de enfermería se sienten engaged en el trabajo, muestran mayores niveles de desempeño en el trabajo y valoran de un modo mucho más positivo las tareas que realizan. En consecuencia, valoran positivamente su contexto de trabajo manifestando mayores niveles de satisfacción en el trabajo (11)(12)(13)(14)16) .…”

“…Dado que los empleados engaged sienten que el trabajo que realizan es importante y muestran un mejor desempeño en sus tareas, estos valoran positivamente la función que realizan y experimentan mayores niveles de satisfacción. Diversos estudios han mostrado relaciones positivas y significativas entre el engagement y la satisfacción laboral con muestras de diversas ocupaciones (11)(12)(13)(14) , y con muestras de personal de enfermería (15,16) .…”

A Study of the Relationship between Work Engagement and Job Satisfaction in Private Companies in Kurdistan

“…Therefore, it is significant to recognize the conception of engagement and its possible consequence. According to (Moura, et al, (2014), engagement is a belief that demonstrates individual's strength of attachment to an organization. The purpose of this study is to identify the relationship between work engagements with job satisfaction in private universities in Kurdistan.…”