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An application of work engagement in the job demands–resources model to career development: Assessing gender differences

An application of work engagement in the job demands–resources model to career development:... The purpose of this study is to investigate the applicability of the job demands–resources (JD‐R) model to work engagement and career development based on the extended conceptual model proposed by Lee, Kwon, Kim, and Cho (2016). This study also aims to examine gender differences within this model. To achieve these goals, this study adopts a multigroup analysis using a sample from the Generations of Talent data set, which is composed of 1,997 employees in 11 countries. The results of the analysis show that career identity and perceived supervisor support are positively associated with work engagement, while work engagement is positively associated with career commitment and career satisfaction across the study's male and female groups. However, the effect of career development opportunities on work engagement is not significant, and there are no gender differences in the structural relationships among research variables. Given these results, this study suggests implications for both researchers and practitioners. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Human Resource Development Quarterly Wiley

An application of work engagement in the job demands–resources model to career development: Assessing gender differences

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Publisher
Wiley
Copyright
© 2018 Wiley Periodicals, Inc.
ISSN
1044-8004
eISSN
1532-1096
DOI
10.1002/hrdq.21310
Publisher site
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Abstract

The purpose of this study is to investigate the applicability of the job demands–resources (JD‐R) model to work engagement and career development based on the extended conceptual model proposed by Lee, Kwon, Kim, and Cho (2016). This study also aims to examine gender differences within this model. To achieve these goals, this study adopts a multigroup analysis using a sample from the Generations of Talent data set, which is composed of 1,997 employees in 11 countries. The results of the analysis show that career identity and perceived supervisor support are positively associated with work engagement, while work engagement is positively associated with career commitment and career satisfaction across the study's male and female groups. However, the effect of career development opportunities on work engagement is not significant, and there are no gender differences in the structural relationships among research variables. Given these results, this study suggests implications for both researchers and practitioners.

Journal

Human Resource Development Quarterly – Wiley

Published: Jan 1, 2018

Keywords: ; ;

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