Research On The Relationship Among Job Resources, Personal Resources And Work Engagement

With the emergence of'positive psychology', human strengths and optimal functioning is focused rather than on weaknesses and malfunctioning. In organizational behavior , burnout research seems to shift towards its opposite:work engagement . By reviewing the relative literature of the concept of work engagement , relevant concept of work engagement , the mathods of study , and their current situation at home and abroad , we develop a questionnaire of job resources and revised the scale of organization-based self-esteem. we use exploratory factor analysis, confirmatory factor analysis to revise the questionnaire. Then we use Independent-Sample t test and One-Way ANOVA to examine the effect of demographical variables on all variables. Finally we use correlation, regression and structure equation model to analyze the relationship among job resources , personal resources and work engagement . The main conclusions are listed as follows:First, the questionnaire of job resources has four dimensions:job control, supervisory support , job autonomy and co-worker support .this research verified that the scale has good level of reliability and validity.Second, the revised organization-based self-esteem scale has two dimensions: organization-based subjective self-esteem, organization-based objective self-esteem. this research verified that the scale has good level of reliability and validity.Third, we examine the effect of demographical variables on job resources. We find job resources have significant difference in gender and age (p<0.01), and not significant in the type of carrer. but different dimensions of job resources have different degree's difference in demographical variables;personal resources have no significant difference in demographical variables (p>0.05); personal resources,general self- efficacy and optimism have no significant difference in the three Demographical variables (p>0.05), but organization-based self-esteem has significant difference in these variables(p<0.01). Work engagement has no significant difference in gender (p>0.05), but it has significant difference in type of carrer and age(p<0.01). Fourth, job resources is positively relative to work engagement (p<0.01), and different dimensions of job resources have different degree's effect on different dimensions of work engagement. job resources is positively relative to personal resources (p<0.01), and different dimensions of job resources have different degree's effect on different dimensions of personal resources. Personal resources is positively relative to work engagement (p< 0.01), and different dimensions of personal resources have different degree's effect on different dimensions of work engagement.Fifth,structure equation model reveals the personal resources partially mediates the relationship between job resources and work engagement.The conclution is analyzed and discussed and the future research is expected.