How does self-regulation of emotions impact employee work engagement: The mediating role of social resources
How does self-regulation of emotions impact employee work engagement: The mediating role of social resources
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DOI：
10.1017/jmo.2014.43
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发表时间：
2014-07
期刊：
影响因子：
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通讯作者：
D. Bouckenooghe;Usman Raja;Muhammad Abbas
中科院分区：
文献类型：
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作者：
D. Bouckenooghe;Usman Raja;Muhammad Abbas
摘要基于资源守恒理论，我们研究了“社会资源”（即对主管的信任和社会互动）在调节“情绪自我调节”（即个人资源）与工作投入之间的关系中迄今未被探索的作用。这些数据是从乌克兰四家知名IT公司的296名IT专业人员中收集的。正如我们假设的那样，情绪的自我调节对工作投入有积极影响，但在控制社会资源的作用时，这种影响部分消失。总之，这些发现说明了个人的个人和社会资源在促进工作投入方面的动态作用。
Abstract Drawing upon the Conservation of Resources Theory, we investigated the hitherto unexplored role of ‘social resources’ (i.e., trust in supervisor and social interaction) in mediating the relationship between ‘self-regulation of emotions’ (i.e., a personal resource) and work engagement. The data were collected from 296 IT professionals at four well-established IT firms in Ukraine. As we hypothesized, self-regulation of emotions positively affected work engagement, yet this effect partially disappeared when controlling for the role of social resources. Together, these findings illustrate the dynamic role of an individual's personal and social resources in fostering work engagement.