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Facets of job satisfaction and work engagement

Facets of job satisfaction and work engagement PurposeThe purpose of this paper is to analyze the relationship between the facets of job satisfaction and the work engagement. Previous studies that focus on the linkages between work engagement and overall job satisfaction ignore the multi-faceted nature of job satisfaction construct. In this study, how job satisfaction facets are linked to three dimensions of work engagement – i.e. vigor, dedication and absorption – is discussed by drawing on the social exchange theory.Design/methodology/approachThe cross-lagged data used in this study come from the specialist lending division of a UK bank. The linear multiple regression analyses are run to test the proposed theoretical model.FindingsThe results show that among all the job satisfaction facets, the “satisfaction with work itself” is the key driver of all dimensions of work engagement, i.e. vigor, dedication and absorption. The “satisfaction with conditions” is negatively linked to absorption of employees in their work. This means that the employees with high workload might not be absorbed in their work. Finally, it is found that employees who are satisfied with the communication in their work are also absorbed in their work.Originality/valueThis study contributes to our knowledge of the drivers of work engagement over time. The facets of job satisfaction as the drivers help us to have a comprehensive understanding of the link between the job satisfaction facets and work engagement. This study first contributes to the work engagement literature which has neglected the multi-dimensional approach of job satisfaction. This study also contributes to the limited number of work engagement studies conducted in service sector and in UK. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Evidence-based HRM: a Global Forum for Empirical Scholarship Emerald Publishing

Facets of job satisfaction and work engagement

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Publisher
Emerald Publishing
Copyright
Copyright © Emerald Group Publishing Limited
ISSN
2049-3983
DOI
10.1108/EBHRM-08-2015-0036
Publisher site
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Abstract

PurposeThe purpose of this paper is to analyze the relationship between the facets of job satisfaction and the work engagement. Previous studies that focus on the linkages between work engagement and overall job satisfaction ignore the multi-faceted nature of job satisfaction construct. In this study, how job satisfaction facets are linked to three dimensions of work engagement – i.e. vigor, dedication and absorption – is discussed by drawing on the social exchange theory.Design/methodology/approachThe cross-lagged data used in this study come from the specialist lending division of a UK bank. The linear multiple regression analyses are run to test the proposed theoretical model.FindingsThe results show that among all the job satisfaction facets, the “satisfaction with work itself” is the key driver of all dimensions of work engagement, i.e. vigor, dedication and absorption. The “satisfaction with conditions” is negatively linked to absorption of employees in their work. This means that the employees with high workload might not be absorbed in their work. Finally, it is found that employees who are satisfied with the communication in their work are also absorbed in their work.Originality/valueThis study contributes to our knowledge of the drivers of work engagement over time. The facets of job satisfaction as the drivers help us to have a comprehensive understanding of the link between the job satisfaction facets and work engagement. This study first contributes to the work engagement literature which has neglected the multi-dimensional approach of job satisfaction. This study also contributes to the limited number of work engagement studies conducted in service sector and in UK.

Journal

Evidence-based HRM: a Global Forum for Empirical Scholarship – Emerald Publishing

Published: Dec 4, 2017

References

  • The relationship of engagement and job satisfaction in working samples
  • Trust as a mediator of the relationship between organizational justice and work outcomes: test of a social exchange model
  • Engaging the aging workforce: the relationship between perceived age similarity, satisfaction with co-workers and employee engagement
  • The job demands-resources model: state of the art
  • Towards a model of work engagement
  • Using the job demands-resources model to predict burnout and performance
  • Crossover of burnout and engagement in work teams
  • Work engagement: an emerging concept in occupational health psychology
  • Workplace bullying and its relation with work characteristics, personality, and post-traumatic stress symptoms: an integrated model
  • Investigating work engagement in the service environment