Inclusion of JD-R Theory Perspective to Enhance Employee Engagement
Bibliographic Data
| ID | 16915508 |
|---|---|
| Authors | Samma Faiz Rasool (0000-0002-3199-8059, Al Yamamah University), Tahira Almas (0000-0001-9845-8279, University of Engineering and Technology Lahore), Farman Afzal (0000-0001-8637-9741, University of Engineering and Technology Lahore, corresponding author), Hana Mohelska (0000-0003-0441-0712, University of Hradec Králové) |
| Year | 2024 |
| Volume | 14 |
| Issue | 1 |
| Publication date | 2024-01-01 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | SAGE Open (JOURNAL) |
| Journal identifiers | ISSN: 2158-2440 • E-ISSN: 2158-2440 |
| Publisher | SAGE Publications (PUBLISHER • US) |
| DOI | 10.1177/21582440231220207 |
| OpenAlex | W4390696696 |
| Language | EN |
| Citations received | 4 |
| References cited | 87 |
In conformity with the job demands and resources theory, this study provides a comprehensive understanding of the impact of Pakistani hotel employees’ proactive personality and their professional identity on employee engagement and the mediating role of self-efficacy. The study was carried out by utilizing the empirical information collected from 360 hotel employees from different 4-star and 5-star hotels in Pakistan. This study employs structural equation modeling to better assess the employee engagement phenomenon. Research shows that a proactive personality and professional identity positively affects self-efficacy and employee engagement. The findings also confirm that self-efficacy is an important aspect that promotes the relationship between proactive personality and professional identity and employee engagement. In addition, this study shows that managers need to foster employees’ professional practices, improve training delivery, and encourage job flexibility in order to increase their engagement
Conformity · Employee engagement · Management · Personality · Public relations · Structural equation modeling · Customer Service Quality and Loyalty · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology · Workplace Spirituality and Leadership
Work Engagement
Key questions regarding work engagement
The Meaning of Employee Engagement
The role of personal resources in the job demands-resources model.
The dynamics of proactivity at work
Job Demands–Resources theory and self-regulation
Transformational leadership and employee performance
Work engagement
Change driven by nature
Personal initiative
Job resources boost work engagement, particularly when job demands are high.
Modeling the antecedents of proactive behavior at work.
Job Resources Buffer the Impact of Job Demands on Burnout.
Callings and work engagement
Proactive Behavior in Organizations
Towards a model of work engagement
Work engagement and financial returns
How dentists cope with their job demands and stay engaged
Beyond the Demand-Control Model
Taking Stock
A New Model of Work Role Performance
Conservation of resource caravans and engaged settings
PLS-Sem
Validation of a New General Self-Efficacy Scale
The job demands-resources model of burnout.
Psychological Conditions of Personal Engagement and Disengagement at Work.
Using structural equation modeling to examine the relationship between Ghanaian teachers' emotional intelligence, job satisfaction, professional identity, and work engagement
The Measurement of Work Engagement With a Short Questionnaire
The Influence of Professional Identity, Job Satisfaction, and Work Engagement on Turnover Intention among Township Health Inspectors in China
Professional identity development
Structural equation modeling in practice
Moderating effects of proactive personality on factors influencing work engagement based on the job demands-resources model
Proactive personality and innovative behavior
Principal self-efficacy and work engagement
Job demands, job resources, and their relationship with burnout and engagement
Jailed resources
African American Adolescents’ Future Education Orientation
Proactive personality and job performance
Handbook of Identity Theory and Research
Identity-Based Motivation
The moderator–mediator variable distinction in social psychological research
Social and Psychological Resources and Adaptation
The proactive component of organizational behavior
Reconsidering Baron and Kenny
| Unique citing works | 4 |
|---|---|
| Citations per year | 4 |
| Citation span | 2025 - 2026 (2) |
| Citation velocity | current |
| Highly cited | No |
| Citation types | Neutral: 3 |