Job resources and employee engagement: a cross-national study

Elaine Farndale · Inge Murrer

78 citations0/0 files storedJournal of Managerial Psychology

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Job Satisfaction and Organizational Behavior Employee Performance and Management Human Resource and Talent Management

Abstract

Purpose – In light of increasing globalization of workforces, the purpose of this paper is to explore the moderating effect of country on the relationship between job resources and employee engagement. Design/methodology/approach – Questionnaire responses from 19,260 employees of a large multinational financial services corporation in Mexico, the Netherlands, and the USA are analyzed using regression analyses and a study of effect sizes. Findings – The results show that certain job resources (financial rewards, team climate, participation in decision making) positively influence engagement in all three countries. However, the study also shows distinctions between the strength of relationships between these job resources and engagement per country which are explained through cross-cultural theorizing. Research limitations/implications – National-level variations in relationships between job resources and employee engagement are evidenced, and these can be explained to a considerable extent by applying a cross-cultural theoretical lens. Practical implications – The study highlights the importance for firms to be aware of and learn from the equivalence of constructs and their relationships across countries: although similar relationships were observed across the three countries studied here, the differences may be sufficient to require alternate approaches to appropriate job resources to engender engagement. Originality/value – Although there has been considerable empirical investigation into the relationship between job resources and engagement, little has focussed on different national settings simultaneously.

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References

2003Common method biases in behavioral research: A critical review of the literature and recommended remedies.1992A power primer.2001The job demands-resources model of burnout.2007The Job Demands‐Resources model: state of the art 1979Job Demands, Job Decision Latitude, and Mental Strain: Implications for Job Redesign 1990PSYCHOLOGICAL CONDITIONS OF PERSONAL ENGAGEMENT AND DISENGAGEMENT AT WORK.2002The Measurement of Engagement and Burnout: A Two Sample Confirmatory Factor Analytic Approach 2000A Review and Synthesis of the Measurement Invariance Literature: Suggestions, Practices, and Recommendations for Organizational Research

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2020Retracted: Corporate social responsibility, work meaningfulness, and employee engagement: The joint moderating effects of incremental moral belief and moral identity centrality 2021Employee Engagement Among Millennial Workforce: Empirical Study on Selected Antecedents and Consequences 2017Can you buy work engagement? The relationship between pay, fringe benefits, financial bonuses and work engagement 2017The job demands and resources as antecedents of work engagement

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