Predictive effects of managerial need support, basic psychological need satisfaction, and role overload on work engagement
The main objective of this study is to examine whether or not the relationship between managerial need support and work engagement is mediated by basic psychological need satisfaction and moderated by role overload. Specifically, by drawing on selfdetermination theory, role stress theory, and sub...
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| Main Author: | |
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| Format: | Thesis |
| Language: | English |
| Published: |
2010
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| Subjects: | |
| Online Access: | http://umpir.ump.edu.my/id/eprint/2742/1/YAP_CHUI_YAN.PDF |
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| Summary: | The main objective of this study is to examine whether or not the relationship between
managerial need support and work engagement is mediated by basic psychological
need satisfaction and moderated by role overload. Specifically, by drawing on selfdetermination
theory, role stress theory, and substitutes for leadership theory, this
study hypothesizes that (a) managerial need support is positively related to work
engagement; (b) the relationship between managerial need support and work
engagement is mediated partially by basic psychological need satisfaction; (c) role
overload moderates the indirect and direct effects of managerial need support on work
engagement; and (d) role overload is negatively related to basic psychological need
satisfaction. In order to test these hypothesized relationships, statistical procedures
that combine mediation and moderation were used to analyze the survey data collected
from 348 full-time employees working in four organizations in Malaysia. The results
of this study showed that managerial need support predicted work engagement
directly and indirectly through basic psychological need satisfaction. The results also
indicated that role overload moderated the (a) relationship between managerial need
support and basic psychological need satisfaction (i.e., first stage moderation) and (b)
direct relationship between managerial need support and work engagement (i.e., direct
effect moderation). As expected, the effect of managerial need support on basic
psychological need satisfaction and work engagement was weaker when role overload
was high than when role overload was low. Contrary to expectations, the results
showed that there was no significant negative relationship between role overload and
basic psychological need satisfaction. With regard to theoretical contributions, this
study addresses the existing gaps in the work engagement literature by (a) developing
and testing a more complete model of work engagement that combines mediation and
moderation, (b) bringing in new theoretical perspectives for research on work
engagement, and (c) exploring a new predictor, mediator, and moderator in the work
engagement literature. With regard to practical implications, employers interested in
developing an engaged workforce may want to ()./ensure that managers are trained to
be more need-supportive, (b) design jobs and provide a work environment that satisfy
employees' basic psychological needs, and () pay close attention to early signs of
role overload among their employees. Given the power of a fully engaged workforce
for improving organizational performance, continued efforts to identify other potential
predictors of work engagement will be worth pursuing. |
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