Work Ability Mediates the Relationships between Personal Resources and Work Engagement
Abstract
:1. Introduction
1.1. Selection, Optimization, & Compensation
1.2. Subjective Health Complaints
1.3. Work Ability
Having work ability, in the first sense, means having the occupational competence, the health required for the competence, and the occupational virtues that are required for managing the work tasks, assuming that the tasks are reasonable and that the work environment is acceptable. In the second sense, having work ability is having the health, the basic standard competence and the relevant occupational virtues required for managing some kind of job, assuming that the work tasks are reasonable and that the work environment is acceptable. [18] (p. 275)
1.4. Work Engagement
1.5. Theoretical Model
2. Materials and Methods
2.1. Participants
2.2. Study Design
2.3. Measures
2.3.1. Time 1 Selection, Optimization, & Compensation
2.3.2. Time 1 Subjective Health Complaints
2.3.3. Time 1 Work Ability
2.3.4. Time 2 Work Engagement
2.4. Analyses
2.5. Open Science Practices
3. Results
3.1. Confirmatory Factor Analysis
3.2. Structural Equation Model
4. Discussion
4.1. Theoretical Implications
4.2. Practical Implications
4.3. Limitations & Directions for Future Research
5. Conclusions
Author Contributions
Funding
Institutional Review Board Statement
Informed Consent Statement
Data Availability Statement
Acknowledgments
Conflicts of Interest
Abbreviations
SOC | selection, optimization, and compensation |
JD-R | job demands-resources |
SHCI | subjective health complaints inventory |
UWES | Utrecht work engagement scale |
MCMAM | Monte Carlo method for assessing mediation |
OSF | open science framework |
SES | socioeconomic status |
CFI | comparative fit index |
RMSEA | root mean square error of approximation |
SRMR | standardized root mean residual |
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Variable | Participants |
---|---|
n = 520 | |
Age | |
Mean (SD) | 51.64 (7.35) |
Median [Min, Max] | 52 [40, 65] |
Sex | |
Female | 247 (47.50%) |
Male | 273 (52.50%) |
Race/Ethnicity | |
White/Caucasian | 444 (85.40%) |
African American | 27 (5.20%) |
Hispanic | 19 (3.70%) |
Asian | 20 (3.80%) |
Native American | 5 (1.00%) |
Pacific Islander | 1 (0.20%) |
Other | 4 (0.80%) |
Education | |
Grammar School | 0 (0.00%) |
High School or equivalent | 63 (12.10%) |
Vocational/Technical School (2 year) | 42 (8.10%) |
Some College | 131 (25.20%) |
College Graduate (4 year) | 174 (33.50%) |
Master’s Degree (MS) | 83 (16.00%) |
Doctoral Degree (PhD) | 9 (1.70%) |
Professional Degree (MD, JD, etc.) | 18 (3.50%) |
Other | 0 (0.00%) |
Annual Household Income (USD$) | |
under 20,000 | 7 (1.30%) |
20,000–29,999 | 26 (5.00%) |
30,000–39,999 | 59 (11.30%) |
40,000–49,999 | 53 (10.20%) |
50,000–59,999 | 60 (11.50%) |
60,000–69,999 | 67 (12.90%) |
70,000–79,999 | 56 (10.80%) |
80,000–89,999 | 35 (6.70%) |
90,000–99,999 | 26 (5.00%) |
100,000–109,999 | 31 (6.00%) |
110,000–119,999 | 11 (2.10%) |
120,000–129,999 | 23 (4.40%) |
130,000–139,999 | 6 (1.20%) |
140,000–149,999 | 19 (3.70%) |
150,000+ | 41 (7.90%) |
Variable | Mean | SD | 1. | 2. | 3. | 4. |
1. T1 SOC | 1.79 | 0.63 | 0.562 | |||
2. T1 Subjective Health Complaints | 2.91 | 3.81 | −0.042 | 0.711 | ||
3. T1 Work Ability | 4.17 | 0.67 | 0.243 | −0.256 | 0.939 | |
4. T2 Work Engagement | 4.92 | 1.04 | 0.319 | −0.083 | 0.327 | 0.934 |
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Friedrich, J.C.; Koziel, R.J.; Zacher, H.; Rudolph, C.W. Work Ability Mediates the Relationships between Personal Resources and Work Engagement. Merits 2022, 2, 293-303. https://doi.org/10.3390/merits2040020
Friedrich JC, Koziel RJ, Zacher H, Rudolph CW. Work Ability Mediates the Relationships between Personal Resources and Work Engagement. Merits. 2022; 2(4):293-303. https://doi.org/10.3390/merits2040020
Chicago/Turabian StyleFriedrich, Jack C., Ryszard J. Koziel, Hannes Zacher, and Cort W. Rudolph. 2022. "Work Ability Mediates the Relationships between Personal Resources and Work Engagement" Merits 2, no. 4: 293-303. https://doi.org/10.3390/merits2040020