The job demands-resource model and performance: the mediating role of employee engagement

Abstract

In case of a major social crisis, such as the coronavirus pandemic, the most important measure is to identify the determinants influencing employee health and well-being, which are directly linked to workplace job performance. Many studies have explored the role of employee engagement in the relationship between job resources, psychological capital, and job performance; however, only a few have investigated the relationships reflecting rapid changes in the work environment represented by digital transformation and a major social crisis. Considering this, this study examines how job autonomy and psychological well-being, which lower employee anxiety about health and welfare, influence in-role performance in the form of proactive employee characteristics as well as extra-role performance in the form of prosocial behavior, as mediated by employee engagement. The results of the data analysis of 1,092 corporate employees in Korea supported this model. Specifically, job autonomy and psychological well-being influence job performance (i.e., personal initiative and prosocial behavior) through improvements in employee engagement. Based on these findings, the study also discusses the implications of the results, future directions, and limitations.

Depression, professional self-efficacy, and job performance as predictors of life satisfaction: the mediating role of work engagement in nurses

“…Also, the results indicated a positive influence between job performance and work engagement, suggesting that job performance is positively related to work engagement ( 54 , 60 ). This positive influence can be attributed to the reality experienced by nurses: when they are immersed in their work with tenacity and passion to achieve their goals, their organizational commitment intensifies.…”

“…In this context, the presence of employee commitment drives job performance. When nurses are committed to their work, this commitment translates into greater motivation, stronger dedication, and enthusiasm, which in turn translates into optimized job performance ( 60 ).…”

“…This engagement not only enhances productivity and motivation but also acts as a buffer against the negative effects of job demands, such as overload and burnout ( 59 ). In the educational context, for example, teachers' self-efficacy has shown a positive correlation with their work engagement, even in the face of challenging demands like workload and problematic student behavior ( 60 ). Work engagement also exerts a significant influence on key aspects like the intention to leave the job, job adaptation, and organizational performance.…”

Employee Engagement: A Literature Review

“…13) Health and Well-being: Employees must have access to resources to maintain health and wellbeing (Ali & Ali, 2021;Lee & Jo, 2023).…”