The purpose of this paper is to present a model of the relationships between personal resources (Psychological Capital (PsyCap)) and satisfaction with job resources, and their effect on work engagement and burnout.
Data were collected from a convenience sample of 407 full-time employees from various public and private sector organisations, using a questionnaire consisting of PsyCap (PCQ-24), the Utrecht Work Engagement Scales, the Maslach Burnout Inventory, and a questionnaire measuring job resources (Parker and Hyett, 2011). The data were analysed using variance-based structural equation modelling (SmartPLS 3).
The influence of employees’ satisfaction with job resources on both dimensions of burnout (emotional exhaustion and cynicism) was negative and statistically significant. Satisfaction with job resources had a statistically significant positive influence on both dimensions of work engagement (vigour and dedication). PsyCap had a statistically significant positive influence on satisfaction with job resources. Satisfaction with job resources partially mediated the influence of PsyCap on emotional exhaustion and cynicism, and partially on vigour and dedication.
As this was an exploratory study, it used a convenience sample and a variance-based approach to structural equation modelling (SmartPLS). It is suggested that future researchers replicate the model in different contexts to corroborate the proposed relationships using larger samples, probability-based sampling and a covariance-based approach to structural equation modelling.
Management must realise that employees’ satisfaction with job resources plays a central role in their work engagement and burnout levels. Workplace practices that reflect respect and care for the employee and the development of employees’ personal resources (i.e. PsyCap) will improve work engagement and reduce burnout.
This paper fills a gap in the literature by explaining how personal resources (PsyCap) and job resources (the organisation’s perceived respect for the employee and employer care) influence work engagement and burnout via mediation paths.
