Work Engagement: A meta-Analysis Using the Job Demands-Resources Model
verifiedrich profile · Psychological Reports · 2021
Mazzetti, Greta; Robledo, Enrique; Vignoli, Michela; Topa, Gabriela; Guglielmi, Dina; Schaufeli, Wilmar B
How this was studied
A meta-analytic synthesis — it pools many primary studies rather than running a single design, so there is no single-study diagram.
What this article reports
The findings we extracted from this work, normalized into Principia’s relationship form (X → Y). Each feeds the synthesized models below.
optimism → work engagement
job resources → work engagement
work self efficacy → work engagement
work engagement → job satisfaction
work engagement → organizational commitment
work engagement → turnover intention
organizational justice → work engagement
employee engagement score → organizational commitment
employee engagement score → job satisfaction
job satisfaction → work engagement
work engagement → job satisfaction
work engagement → organizational commitment
work engagement → job satisfaction
turnover intention → work engagement
work engagement → task performance
job resources → work engagement
job resources → work engagement
job resources → employee engagement score
Models this article informs
The meta-analytic priors this article contributes evidence to — its place in the broader synthesis.
employee engagement score predicts job satisfaction
employee engagement score predicts organizational commitment
job resources correlates work engagement
job resources predicts employee engagement score
job resources predicts work engagement
job satisfaction correlates work engagement
optimism predicts work engagement
organizational justice predicts work engagement
turnover intention correlates work engagement
work engagement correlates job satisfaction
work engagement predicts job satisfaction
work engagement predicts organizational commitment
work engagement predicts task performance
work engagement predicts turnover intention
work self efficacy predicts work engagement
In the authors’ words
The article’s own abstract.
Although the construct of work engagement has been extensively explored, a systematic meta-analysis based on a consistent categorization of engagement antecedents, outcomes, and well-being correlates is still lacking. The results of prior research reporting 533 correlations from 113 independent samples ( k = 94, n = 119,420) were coded using a meta-analytic approach. The effect size for development resources ( r = .45) and personal resources ( r = .48) was higher than for social resources ( r = .36) and for job resources ( r = .37). Among the outcomes and well-being correlates explored, the effect size was highest for job satisfaction ( r = .60) and commitment ( r = .63). Furthermore, moderation analysis showed that (a) concerning the occupational role, work engagement finds a low association with turnover intention among civil servants, volunteer workers, and educators; (b) collectivist cultural environments reported a greater association of feedback with engagement than individualistic environments; (c) the relationship between personal resources and engagement was stronger among workers with university degrees than workers with high school diplomas. Furthermore, the absorption dimension showed a lower effect with all variables under investigation than vigor and dedication.
What the literature says about it
Attributed, open-access quotes from other works that cite this article, plus the citation-graph verdict tally. Corroborations and disputes, in one place — the honest-broker view.
supports “Prior research has consistently linked work engagement to a range of positive outcomes, including greater wellbeing and job satisfaction [1,6,8], enhanced performance and care (e.g., higher task performance and work effectiveness) [1,6,8], extra-role behaviors (e.g., Organizational Citizenship)…”
supports “However, a meta-analysis by Mazzetti et al. (2023) shows that work engagement is correlated with lower turnover intention.”
supports “Work engagement is related to various work outcomes such as performance, commitment, health and turnover intention (Halbesleben, 2010; Mazzetti et al., 2021; Neuber et al., 2022).”
supports “Lastly, previous studies have found that work engagement is positively associated with job satisfaction (see Mazzetti et al., 2023; Yalabik et al., 2017) and negatively associated with turnover intention (see Mazzetti et al., 2023; Kim, 2017 ).”
supports “Among the organizational outcomes of work engagement, one can mention enhanced organizational citizenship [27], better job satisfaction and job commitment [28], extra role performance [29] and last but not least, increased job performance [30].”
supports “Lastly, previous studies have found that work engagement is positively associated with job satisfaction (see Mazzetti et al., 2023; Yalabik et al., 2017) and negatively associated with turnover intention (see Mazzetti et al., 2023; Kim, 2017 ).”
supports “Lastly, previous studies have found that work engagement is positively associated with job satisfaction (see Mazzetti et al., 2023; Yalabik et al., 2017) and negatively associated with turnover intention (see Mazzetti et al., 2023; Kim, 2017 ).”
supports “Greta Mazzetti et al. [69] further revealed that employees with high job engagement often report higher life satisfaction and personal well-being, indicating that job engagement is an essential factor in enhancing employee well-being.”
supports “Along similar lines, recent meta-analyses showed that job engagement is strongly and positively associated with job satisfaction (Mazzetti et al., 2023) and with work mean-ingfulness (Allan et al., 2019), although these studies did not control for the respective other dimensions of the good working…”
supports “Indeed, several meta-analyses (e.g., Mäkikangas et al., 2013; Mazzeti et al., 2021) suggest factors such as optimism, self-efficacy, or proactive personality are not only consistent determinants of work engagement but also more influential than either social or job resources.”
supports “…considering one of the mediators investigated here (work engagement) and its associated consequences (e.g., job performance, Christian et al., 2011; Mazzetti et al., 2021; turnover intention, Mazzetti et al., 2021), future studies could examine the indirect effects of employment quality indicators…”
supports “Extant research in the personal resources domain has primarily examined self-efficacy [8,12–14], optimism [8,12–14], and self-esteem [12,13], all of which have demonstrated positive associations with work engagement.”
supports “Prior research has consistently linked work engagement to a range of positive outcomes, including greater wellbeing and job satisfaction [1,6,8], enhanced performance and care (e.g., higher task performance and work effectiveness) [1,6,8], extra-role behaviors (e.g., Organizational Citizenship)…”
supports “Lastly, previous studies have found that work engagement is positively associated with job satisfaction (see Mazzetti et al., 2023; Yalabik et al., 2017) and negatively associated with turnover intention (see Mazzetti et al., 2023; Kim, 2017 ).”
supports “Previous findings and meta-analyses (e.g., Mazzetti et al., 2021) report very strong correlations between work engagement and job satisfaction ( r = .60), so it is unlikely to achieve full mediation results with such strong relationships.”
supports “Previous findings and meta-analyses (e.g., Mazzetti et al., 2021) report very strong correlations between work engagement and job satisfaction ( r = .60), so it is unlikely to achieve full mediation results with such strong relationships.”
supports “Extant research in the personal resources domain has primarily examined self-efficacy [8,12–14], optimism [8,12–14], and self-esteem [12,13], all of which have demonstrated positive associations with work engagement.”
supports “Support in the form of work engagement of human resources in their work will set their standards for the work they can provide (Mazzetti et al., 2021) because work engagement shows human resources are fully committed to achieving organizational goals regardless of anything that hinders these achievements (Neuber et al.”
supports “Greta Mazzetti et al. [69] further revealed that employees with high job engagement often report higher life satisfaction and personal well-being, indicating that job engagement is an essential factor in enhancing employee well-being.”
supports “Indeed, several meta-analyses (e.g., Mäkikangas et al., 2013; Mazzeti et al., 2021) suggest factors such as optimism, self-efficacy, or proactive personality are not only consistent determinants of work engagement but also more influential than either social or job resources.”
supports “Findings show the importance of personal resources such as self-efficacy and optimism for work engagement (Bakker and Albrecht, 2018; Bakker and Sanz-Vergel, 2013; Bakker and van Wingerden, 2021; Mazzetti et al., 2023; Xanthopoulou et al., 2009).”
supports “Prior research has consistently linked work engagement to a range of positive outcomes, including greater wellbeing and job satisfaction [1,6,8], enhanced performance and care (e.g., higher task performance and work effectiveness) [1,6,8], extra-role behaviors (e.g., Organizational Citizenship)…”
supports “By implementing SIRS, management hopes that its members can maximize its use for organizational goals, and its members' support for all policies implemented by management in the work context, is a condition where individuals have work engagement (Mazzetti et al., 2023).”
supports “However, a meta-analysis by Mazzetti et al. (2023) shows that work engagement is correlated with lower turnover intention.”
supports “According to the JD-R, job demands can enhance the impact of job resources on engagement through an amplification effect 29 .”
supports “Job resources possess motivational potential and lead to positive organizational outcomes through work engagement (Mazzetti et al., 2023).”
supports “Job resources possess motivational potential and lead to positive organizational outcomes through work engagement (Mazzetti et al., 2023).”
supports “Previous findings and meta-analyses (e.g., Mazzetti et al., 2021) report very strong correlations between work engagement and job satisfaction ( r = .60), so it is unlikely to achieve full mediation results with such strong relationships.”
supports “Support in the form of work engagement of human resources in their work will set their standards for the work they can provide (Mazzetti et al., 2021) because work engagement shows human resources are fully committed to achieving organizational goals regardless of anything that hinders these achievements (Neuber et al.”
supports “Work engagement can be predicted by job resources, as well as personal resources (Mazzetti et al., 2023).”
supports “Lastly, previous studies have found that work engagement is positively associated with job satisfaction (see Mazzetti et al., 2023; Yalabik et al., 2017) and negatively associated with turnover intention (see Mazzetti et al., 2023; Kim, 2017 ).”
supports “Moreover, the recent meta-analytic study by Mazzetti et al. ( 2023 ) further sup - ports the positive relationship between several categories of resources and work engagement.”
supports “Findings show the importance of personal resources such as self-efficacy and optimism for work engagement (Bakker and Albrecht, 2018; Bakker and Sanz-Vergel, 2013; Bakker and van Wingerden, 2021; Mazzetti et al., 2023; Xanthopoulou et al., 2009).”
Ancillary research
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Assembled from Principia’s registry — bibliographic record, extracted effect sizes, the models they inform, and open-access citing literature.