Work engagement: Individual and situational antecedents and its relationship with turnover intention

Abstract Purpose: The aim of the study was to analyze individual and situational antecedents of work engagement. More specifically, we propose that engagement is influenced by individual differences, measured by a construct called core self-evaluations, by human resource management practices, and by leader-member exchange quality. Moreover, we investigate the relationship between engagement and turnover intention. Design/methodology/approach: The hypotheses were tested through multiple regression analysis with a sample of 299 professionals employed by public and private organizations of different sizes and sectors of the Brazilian economy. Findings: All hypotheses were confirmed. More specifically, work engagement was positive and significantly related to participants’ core self-evaluations, human resource management practices, and leader-member exchange quality. A negative and significant relationship between engagement and turnover intention was also found. Originality/value: Results showed that both HR practices and leader-member exchange quality can influence employee engagement, highlighting the importance of investments in these fields. Since engagement was also associated with individual differences, establishing an engaged workforce might require selection strategies that privilege employees who are more positive about themselves.

【研究目的】本研究旨在分析工作投入（work engagement）的个体与情境前因。具体而言，本研究提出，工作投入会受到以核心自我评价（core self-evaluations）这一构念衡量的个体差异、人力资源管理实践（human resource management practices）以及领导-成员交换质量（leader-member exchange quality）的影响。此外，本研究还探讨了工作投入与离职意向（turnover intention）之间的关联。
【研究设计与方法】本研究以巴西经济不同规模与行业的公共及私营机构聘用的299名专业人员为样本，通过多元回归分析（multiple regression analysis）对研究假设进行了检验。
【研究结果】所有研究假设均得到验证。具体而言，工作投入与参与者的核心自我评价、人力资源管理实践及领导-成员交换质量均呈显著正相关。同时，本研究还发现工作投入与离职意向之间存在显著负相关关系。
【研究创新性与价值】本研究结果表明，人力资源管理实践与领导-成员交换质量均可对员工工作投入产生影响，凸显了在这两大领域进行投入的重要性。鉴于工作投入还与个体差异相关联，打造一支高投入的员工队伍可能需要采用优先甄选对自身持有更积极评价的员工的招聘策略。