Browse > Article
http://dx.doi.org/10.14400/JDC.2021.19.1.099

Influence of Work Meaningfulness on Work engagement, Job performance, and Flourishing: Dual mediation model  

Jung, SungCheol (The Catholic University of Korea)
Publication Information
Journal of Digital Convergence / v.19, no.1, 2021 , pp. 99-105 More about this Journal
Abstract
This study aimed to verify the positive effect of work meaningfulness(WM) on flourishing(FL) with the successive positive effects of work engagement(WE) and job performance(JP) as dual mediators. We conducted an online survey of 395 incumbents working in the companies of different types and statistically analyzed data using SPSS and SPSS Process macro for hierarchical regression and bootstrapping. The results are as follows: 1. correlation coefficients of all combinations from four variables are significant, 2. simple mediation effects(WM-WE-FL and WE-JP-FL) are significant, 3. dual mediation effet(WM-WE-JP-FL) is verified. This study showed practical guide for the efficient management of employees in recent autonomous work environment and further studies with longitudinal method will be needed in order to verify substantially the dual mediation.
Keywords
Work meaningfulness; Work engagement; Job performance; Flourishing; Dual mediation effect; Positive psychology; Convergence;
Citations & Related Records
연도 인용수 순위
  • Reference
1 S. S. Kim. (2018). The Effects of High- Performance Human Resource Management System on Construction Companies Performance : The Test of Mediating and Moderating Effects of Workplace Innovation. Ph.D. dissertation. University of Chosun.
2 A. F. Hayes. (2013). Introduction to Mediation, Moderation, and Conditional process analysis: a Regression-based approach. New York, NY: The Guilford Press.
3 R. M. Baron & D. A. Kenny. (1986). The moderator-mediator variable distribution in social psychological research: conceptual, strategic, and statistical Considerations, Journal of Personality and Social Psychology, 51(6), 1173-1182.   DOI
4 W. Schaufeli. (2013). What is engagement? In C. Truss, K. Alfes, R. Delbridge, A. Shantz, & E. Soane (Eds.). Employee engagement in theory and practice. London: Routledge.
5 J. R. Hackman & G. R. Oldham. (1976). Motivation through the design of work: Test of a theory. Organization Behavior and Human Decision Processes, 16, 250-279.
6 B, S. So, S. K. Lee, E. G. Kang, Y. K. Kim, S. D. Ku, B. C. Choi. (2015). A Study on the Influence of Job-Embeddedness to Innovation Behavior in the convergence age, The Journal of Digital Policy & Management, 13(7), 57-67.
7 R. M. Ryan & E. L. Deci. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. The American Psychologist, 55, 68-78.   DOI
8 G. W. England & I. Harpaz. (1990). How working is defined: National contexts and demographic and organizational role influences. Journal of Organizational Behavior, 11(4), 253-266.   DOI
9 J. S. Bunderson & J. A. Thompson. (2009). The call of the wild: Zookeepers, callings, and the double-edged sword of deeply meaningful work. Administrative Science Quarterly, 54, 32-57.   DOI
10 B. Allan, R. Duffy, & B. Collisson. (2018). Task Significance and Performance: Meaningfulness as a Mediator. Journal of Career Assessment, 26(1), 172-182.   DOI
11 M. F. Steger, B. J. Dik, & R. D. Duffy. (2012). Measuring meaningful work: The Work and Meaning Inventory (WAMI). Journal of Career Assessment, 20(3), 322-337.   DOI
12 D. McGregor. (1960). The human side of enterprise. McGraw Hill, New York.
13 S. M. Baek, H. S. Yang. (2017). The Influence of Personality Characteristics and Self Leadership on Job Engagement and Turnover Intention: Focusing on Mediating Effect of Psychological Ownership, The Journal of Digital Policy & Management, 15(9), 111-123, 2017.
14 K. J. Harris, K. Kacmar, & S. Zivnuska. (2007). An investigation of abusive supervision as a predictor of performance and the meaning of work as a moderator of the relationship. The Leadership Quarterly, 18(3), 252-263.   DOI
15 Y. Yoon, C. H. Woo. (2020). Convergence Effects of Perceived Value of Work and Organizational Communication Satisfaction on Nursing Confidence of Nurses in Convalescent Hospital, The Journal of Digital Policy & Management, 18(8), 293-299.
16 W. Kahn. (1992). To Be Fully There: Psychological Presence at Work. Human Relations, 45(4), 321-349.   DOI
17 C. Maslach & M. Leiter. (1997). The Truth about Burnout: How Organizations Cause Personal Stress and What to do about It. San Francisco, CA: Jossey-Bass.
18 W. B. Schaufeli. (2013). What is engagement? In C. Truss, K. Alfes, R. Delbridge, A. Shantz, & E. Soane (Eds.). Employee engagement in theory and practice. London: Routledge.
19 W. Schaufeli, M. Salanova, V. Gonzalez-Roma, & A. Bakker. (2002). The measurement of engagement and burnout: A confirmative analytic approach. Journal of Happiness Studies, 3, 71-92.   DOI
20 M. Seligman & M. Csikszentmihalyi. (2000). Positive psychology: An introduction. American Psychological, 55(1), 5-14.   DOI
21 S. Lyubmirsky, L. King, & E. Diener. (2005). The benefits of frequent positive affect: does happiness lead to success? Psychological Bulletin, 131(6), 803-855.   DOI
22 W. Scott-Jackson & A. Mayo (2018). What are Engagement, Happiness and Well-Being?. In Transforming Engagement, Happiness and Well-Being. Palgrave Macmillan.
23 A. Lisbona, F. Palaci, M. Salanova, & M. Frese. (2018). The Effects of work engagement and self-efficacy on personal initiative and performance. Psicothema, 30(1), 89-96.
24 B. Joo & I. Lee. (2017). Workplace happiness: work engagement, career satisfaction, and subjective well-being. Evidence-based HRM: a Global Forum for Empirical Scholarship, 5(2), 206-221.   DOI
25 J. P. Campbell. (1990). Modeling the performance prediction problem in industrial and organizational psychology. In M. D. Dunnette & L. M. Hough (Eds.), Handbook of industrial and organizational psychology (687 - 732). Consulting Psychologists Press.
26 S. M. Jex & T. W. Britt (2014). Organizational Psychology A Scientist-Practitioner Approach. John Wiley and Sons, New York,
27 E. Diener, D. Wirtz, W. Tov, C. Kim-Prieto, D. W. Choi, S. Oishi, & R. Biswas-Diener. (2010). New well-being measures: Short scales to assess flourishing and positive and negative feelings, Social Indicators Research, 97(2), 143-156.   DOI
28 Y. H. Lee, G. A. Seomun. (2017). Effects of MBO and Job Commitment on Nursing Performance in Operating Room Nurses, The Journal of Digital Policy & Management, 15(4), 309-316.
29 M. F. Steger, B. J. Dik, & R. D. Duffy. (2012). Measuring meaningful work: The Work and Meaning Inventory (WAMI). Journal of Career Assessment, 20(3), 322-337.   DOI
30 B. Shuck & T. G. Reio. (2013). Employee engagement and wellbeing: A moderation model and implications for practice. Journal of Leadership and Organizational Studies, 21(1), 43-58.   DOI
31 S. K. Lee, E. G. Kang, E. K. Kim. (2016). A Study on the Influence of Job-Embeddedness to Job Involvement in the convergence age, The Journal of Digital Policy & Management, 14(9), 215-227.
32 R. P. Tett & J. P. Meyer. (1993). Job Satisfaction, Organizational Commitment, Turnover intention, and Turnover: Path Analyses Based on Meta-analytic Findings, Personnel Psychology. 46(2), 44-58.
33 W. Schaufeli & A. Bakker. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25, 293-437.   DOI