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dc.contributor.authorRothmann, Sebastiaan
dc.contributor.authorWelsh, Coen
dc.date.accessioned2015-01-30T09:26:20Z
dc.date.available2015-01-30T09:26:20Z
dc.date.issued2013
dc.identifier.citationRothmann, S. & Welsh, C. 2013. Employee engagement : the role of psychological conditions. Management dynamics: journal of the Southern Africa Institute for Management Scientists. [http://www.journals.co.za/ej/ejour_mandyn.html]en_US
dc.identifier.issn1019-567X
dc.identifier.issn1475-2875
dc.identifier.urihttp://hdl.handle.net/10394/13103
dc.description.abstractThe purpose of this study was to investigate the antecedents of employee engagement in the context of a developing country. A cross-sectional survey design was used with a sample of 309 employees in organisations in Namibia. A biographical questionnaire and questionnaires that measure employee engagement and antecedents of engagement were administered. Work-role fit and job enrichment showed the strongest relationships with employee engagement, while rewards, co-worker relations, resources, supervisor relations and organisational support showed moderate relationships with employee engagement. Work-role fit, job enrichment and the availability of resources affected employee engagement indirectly via experiences of psychological meaningfulness, while the availability of resources and co-worker relations affected employee engagement indirectly through psychological availability. The results confirm the important role of psychological meaningfulness and psychological availability as mediators between work-role fit, job enrichment, resources and co-worker relations on the one hand, and employee engagement on the other.en_US
dc.description.urihttp://reference.sabinet.co.za/webx/access/electronic_journals/mandyn/mandyn_v22_n1_a2.pdf
dc.language.isoenen_US
dc.publisherThe Southern African Institute for Management Scientists
dc.titleEmployee engagement : the role of psychological conditionsen_US
dc.typeArticleen_US
dc.contributor.researchID10064699 - Rothmann, Sebastiaan


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