University of Twente Student Theses
To which extent does Job crafting mediate or (negatively or positively) moderate the relationship between Human Resource Management and Work engagement?
Oudkerk Pool, I.R. (2016) To which extent does Job crafting mediate or (negatively or positively) moderate the relationship between Human Resource Management and Work engagement?
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| Abstract: | Work engagement is a positive, fulfilling work-related state of mind. Engaged employees are able to handle the demands of their jobs, have an effective connection with their work activities and feel energetic about their job (Schaufeli, Salanova, Gonzalez-Romá, & Bakker, 2002). Alfes, Shantz, Truss, and Soane (2013) call engagement the mechanism that is responsible for the relationship between Human Resource practices and individual behavior. The performance of engaged employees is higher, and according to Bakker and Demerouti (2008) that is because of positive emotions of employees and the ability to create their own resources. Positive emotions and attitudes towards work lead to a more productive behavior, since they cause employees to be more confident, optimistic and sensitive to opportunities at work. Engaged employees are able to mobilize their own resources, since they have a higher level of self-efficacy, autonomy and seize learning opportunities. They create their own positive feedback and success, raising their performance (Bakker & Demerouti, 2008). Keeping employees engaged is also likely to decrease absenteeism and turn-over numbers (Grawitch, Gottschalk, & Munz, 2006; Schaufeli, Bakker, & Van Rhenen, 2009). Absenteeism is the non attendance at work. It can be voluntary or involuntary, where the first one is a consequence of a lack of motivation, and the latter one is a consequence of sickness (Schaufeli et al., 2009). According to Schaufeli and Salanova (2007) employees who are more engaged have better health, both mental as psychosomatic. Less headaches, stomach aches and cardiovascular problems occur, since higher engagement helps cope with job demands. This lowers health risks like stress, and reduces the amount of people who use absenteeism as a coping mechanism to deal with stressful job demands (Schaufeli & Bakker, 2004). The drive to withdraw from aversive work circumstances is lowered, since enjoyment and satisfaction are increased, decreasing absenteeism numbers (Schaufeli et al., 2009). This means it is desirable to keep the Work engagement of employees high. |
| Item Type: | Essay (Master) |
| Faculty: | BMS: Behavioural, Management and Social Sciences |
| Subject: | 85 business administration, organizational science |
| Programme: | Business Administration MSc (60644) |
| Link to this item: | https://purl.utwente.nl/essays/69585 |
| Export this item as: | BibTeX EndNote HTML Citation Reference Manager |
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