Role Stress and Work Engagement as Antecedents of Job Satisfaction: Results From Portugal
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...
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doaj-9d58cbff557a452cb01bfff8a081ab452020-11-25T03:51:59ZengPsychOpenEurope's Journal of Psychology1841-04132014-05-0110229130010.5964/ejop.v10i2.714ejop.v10i2.714Role Stress and Work Engagement as Antecedents of Job Satisfaction: Results From PortugalDaniel Moura0Alejandro Orgambídez-Ramos1Gabriela Gonçalves2University of Algarve, Faro, PortugalUniversity of Algarve, Faro, PortugalUniversity of Algarve, Faro, PortugalWith 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.http://ejop.psychopen.eu/article/view/714work engagementrole conflictrole ambiguityjob satisfactionrole stress |
collection |
DOAJ |
language |
English |
format |
Article |
sources |
DOAJ |
author |
Daniel Moura Alejandro Orgambídez-Ramos Gabriela Gonçalves |
spellingShingle |
Daniel Moura Alejandro Orgambídez-Ramos Gabriela Gonçalves Role Stress and Work Engagement as Antecedents of Job Satisfaction: Results From Portugal Europe's Journal of Psychology work engagement role conflict role ambiguity job satisfaction role stress |
author_facet |
Daniel Moura Alejandro Orgambídez-Ramos Gabriela Gonçalves |
author_sort |
Daniel Moura |
title |
Role Stress and Work Engagement as Antecedents of Job Satisfaction: Results From Portugal |
title_short |
Role Stress and Work Engagement as Antecedents of Job Satisfaction: Results From Portugal |
title_full |
Role Stress and Work Engagement as Antecedents of Job Satisfaction: Results From Portugal |
title_fullStr |
Role Stress and Work Engagement as Antecedents of Job Satisfaction: Results From Portugal |
title_full_unstemmed |
Role Stress and Work Engagement as Antecedents of Job Satisfaction: Results From Portugal |
title_sort |
role stress and work engagement as antecedents of job satisfaction: results from portugal |
publisher |
PsychOpen |
series |
Europe's Journal of Psychology |
issn |
1841-0413 |
publishDate |
2014-05-01 |
description |
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. |
topic |
work engagement role conflict role ambiguity job satisfaction role stress |
url |
http://ejop.psychopen.eu/article/view/714 |
work_keys_str_mv |
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