Predicting Work and Organizational Engagement with Work and Personal Factors

Abstract

The current study examined how psychological hardiness and self efficacy would be related to both work engagement and organizational engagement after controlling for job characteristics, perceived organizational support, and procedural justice as work characteristics. Findings showed that psychological hardiness, specifically commitment, added significant predictive value to both work and organizational engagement after controlling for the work characteristics. However, commitment accounted for more variance in work engagement than variance in organizational engagement. Although it was correlated with overall hardiness, self efficacy was not found to be directly related to either engagement variable, nor did it add predictive value to either of the forms of engagement. Implications of the study are discussed.

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