engleski

Examining the role of self-concordance in the relationship between job resources and work engagement: Croatian sample

The present investigation was designed to link the self-concordance model to some of the contemporary research concepts in positive organizational psychology, namely work engagement. First, we look at the metric characteristics of the scales for work engagement and self-concordance translated in Croatian ; and second, we consider the role of self-concordance in the relationship between job resources and work engagement. Namely, resources at work that are characterized as providing choice, encouraging personal initiative and supporting competence in a climate of relatedness are predicted to foster autonomous motivation. More concretely, we hypothesize that resources at work can affect the degree to which an individual perceives his or her work as self-concordant. Further on, we hypothesize that self-concordance partially mediates the relationship between job resources and work engagement. That is, we expect that presence of higher job resources fosters work self-conc ordance, which, in turn, relates to higher work engagement, operationalized as a positive and fulfilling state of mind characterized by vigour, dedication, and absorption. Data was collected as a pilot study within a PhD research project, among a convenient sample of 573 Croatian participants working in a variety of occupations. The results showed significant partial mediation effect of work self-concordance, after controlling for some of the relevant sociodemographic characteristics. These findings are consistent with previous research and illustrate the importance of the characteristic of the work environment for the internalization of the work related tasks and work engagement.

Work engagement; The self-concordance model; Job resources

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