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ABSTRACT
The job demands-resource model of work engagement describes how engagement is influenced by various work demands, and the work-related and personal resources of employees. We studied the role of organisational climate, organisational justice and psychological capital of employees in explaining work engagement. At the outset, 212 full-time adults employed at an organisation in Mumbai, India, for at least a year completed a questionnaire which included relevant scales. Organisations from which the sample was drawn represented three types of work sectors. Multiple regression was used with a reduced sample of 195 employees after removing 17 outliers. Results indicated that all three predictor variables explained work engagement significantly with psychological capital as the strongest predictor of work engagement, followed by organisational justice and organisational climate.
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No potential conflict of interest was reported by the author(s).
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Notes on contributors
Anjali Majumdar
Anjali Majumdar is a Senior Research Fellow at the Department of Applied Psychology, University of Mumbai, India. She is completing a Doctorate Degree in Psychology with a primary focus on Industrial Psychology. Her areas of interest include employee well-being, work engagement and organisational citizenship behaviour.
Satishchandra Kumar
Satishchandra Kumar, PhD, is a Professor and Head of the Department of Applied Psychology, University of Mumbai, India. He is also the coordinator of the Mahatma Gandhi Peace Centre in the department. His areas of interest include work engagement, positive psychology, stress and coping, and well-being.