Impact of Psychological Capital and Job Crafting on Work Engagement
Abstract
The objective of this study is to assess the impact of psychological capital and job crafting on work engagement. The Work Engagement, Psychological Capital and Job Crafting scales were used. Seven hundred and forty-nine workers participated, four hundred and eighty-nine females (65.3%), between 26 and 35 years old (34.8%, mean 32 years old, SD = 10), 48.5% single, and 49.5% with postgraduate degrees. Data was analyzed using descriptive statistics and structural equations. Psychological capital was the only work engagement predictor. The results showed that the model gave good fit indices (χ2 = 2469.55, χ2 / df = 2.77, CFI = 0.91, GFI = 0.90, TLI = 0.90, RMSR = 0.50, RMSEA = 0.04, 95% confidence interval = 0.04 to 0.05) and explained 66% of the engagement variance. Personal resources had a positive impact on engagement, when compared to structural and social resources, and challenging work demands.
Keywords: work engagement, psychological capital, job crafting.
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