The Relationship Between Work Engagement and Job Performance: Psychological Capital as a Moderating Factor

Based on the job demands-resources model, this study explored the relationships of work engagement, job performance and psychological capital in industry employees. A total of 399 IT programmers were recruited and completed the work engagement scale, knowledge employee job performance scale and psyc...

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Detalles Bibliográficos
Autores principales: Yao, Jin, Qiu, Xiangbin, Yang, Liping, Han, Xiaoxia, Li, Yiying
Formato: Online Artículo Texto
Lenguaje:English
Publicado: Frontiers Media S.A. 2022
Materias:
Psychology
Acceso en línea:https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8891596/
https://www.ncbi.nlm.nih.gov/pubmed/35250701
http://dx.doi.org/10.3389/fpsyg.2022.729131
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author Yao, Jin
Qiu, Xiangbin
Yang, Liping
Han, Xiaoxia
Li, Yiying
author_facet Yao, Jin
Qiu, Xiangbin
Yang, Liping
Han, Xiaoxia
Li, Yiying
author_sort Yao, Jin
collection PubMed
description Based on the job demands-resources model, this study explored the relationships of work engagement, job performance and psychological capital in industry employees. A total of 399 IT programmers were recruited and completed the work engagement scale, knowledge employee job performance scale and psychological capital questionnaire. The results showed that: (1) There is a relationship between work engagement and job performance, which may not be linear but inverted U-shaped, and (2) psychological capital plays a moderating role in the inverted U-shaped relationship between work engagement and job performance.
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spelling pubmed-88915962022-03-04 The Relationship Between Work Engagement and Job Performance: Psychological Capital as a Moderating Factor Yao, Jin Qiu, Xiangbin Yang, Liping Han, Xiaoxia Li, Yiying Front Psychol Psychology Based on the job demands-resources model, this study explored the relationships of work engagement, job performance and psychological capital in industry employees. A total of 399 IT programmers were recruited and completed the work engagement scale, knowledge employee job performance scale and psychological capital questionnaire. The results showed that: (1) There is a relationship between work engagement and job performance, which may not be linear but inverted U-shaped, and (2) psychological capital plays a moderating role in the inverted U-shaped relationship between work engagement and job performance. Frontiers Media S.A. 2022-02-17 /pmc/articles/PMC8891596/ /pubmed/35250701 http://dx.doi.org/10.3389/fpsyg.2022.729131 Text en Copyright © 2022 Yao, Qiu, Yang, Han and Li. https://creativecommons.org/licenses/by/4.0/This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY). The use, distribution or reproduction in other forums is permitted, provided the original author(s) and the copyright owner(s) are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms.
spellingShingle Psychology
Yao, Jin
Qiu, Xiangbin
Yang, Liping
Han, Xiaoxia
Li, Yiying
The Relationship Between Work Engagement and Job Performance: Psychological Capital as a Moderating Factor
title The Relationship Between Work Engagement and Job Performance: Psychological Capital as a Moderating Factor
title_full The Relationship Between Work Engagement and Job Performance: Psychological Capital as a Moderating Factor
title_fullStr The Relationship Between Work Engagement and Job Performance: Psychological Capital as a Moderating Factor
title_full_unstemmed The Relationship Between Work Engagement and Job Performance: Psychological Capital as a Moderating Factor
title_short The Relationship Between Work Engagement and Job Performance: Psychological Capital as a Moderating Factor
title_sort relationship between work engagement and job performance: psychological capital as a moderating factor
topic Psychology
url https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8891596/
https://www.ncbi.nlm.nih.gov/pubmed/35250701
http://dx.doi.org/10.3389/fpsyg.2022.729131
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