Table 4 SEM results Direct effects...

Table 4

SEM results

	Direct effects		Indirect effects [bootstrap, 95% CI]		Total effects
Controls (only significant ones)	Std. est	p-level	Std. est	p-level	Std. est	p-level
Hierarchical position → Emotional exhaustion	0.126	0.014
Organizational tenure → Emotional exhaustion	−0.119	0.038
Organizational tenure → Self-efficacy	0.208	<0.001
Organizational tenure → Work engagement	−0.138	0.002
Main relationships
Ownership → Emotional exhaustion	−0.088	0.093
Ownership → Self-efficacy	−0.112	0.034
Ability HR → Emotional exhaustion	−0.320	<0.001
Motivation HR → Emotional exhaustion	0.230	0.011
Opportunity HR → Emotional exhaustion	−0.270	<0.001
Ability HR → Self-efficacy	0.246	0.001
Motivation HR → Self-efficacy	−0.244	0.008
Opportunity HR → Self-efficacy	0.395	<0.001
Ability HR → Work engagement	0.247	<0.001
Motivation HR → Work engagement	0.284	<0.001
Opportunity HR → Work engagement	0.138	0.022
Moderation relationships
Ownership X Motivation HR → Emotional exhaustion	−0.074	0.128
Ownership X Motivation HR → Self-efficacy	0.111	0.024
Mediation relationships
Ability HR → Emotional exhaustion → Work engagement	0.247	<0.001	0.042	0.001	0.222	0.001
Ability HR → Self-efficacy → Work engagement	0.247	<0.001	0.050	0.004	0.230	0.001
Motivation HR → Emotional exhaustion → Work engagement	0.284	<0.001	−0.032	0.018	0.186	0.002
Motivation HR → Self-efficacy → Work engagement	0.284	<0.001	−0.053	0.009	0.165	0.010
Opportunity HR → Emotional exhaustion → Work engagement	0.138	0.022	0.042	0.001	0.161	0.005
Opportunity HR → Self-efficacy → Work engagement	0.138	0.022	0.096	0.001	0.215	0.001

	Direct effects		Indirect effects [bootstrap, 95% CI]		Total effects
Controls (only significant ones)	Std. est	p-level	Std. est	p-level	Std. est	p-level
Hierarchical position → Emotional exhaustion	0.126	0.014
Organizational tenure → Emotional exhaustion	−0.119	0.038
Organizational tenure → Self-efficacy	0.208	<0.001
Organizational tenure → Work engagement	−0.138	0.002
Main relationships
Ownership → Emotional exhaustion	−0.088	0.093
Ownership → Self-efficacy	−0.112	0.034
Ability HR → Emotional exhaustion	−0.320	<0.001
Motivation HR → Emotional exhaustion	0.230	0.011
Opportunity HR → Emotional exhaustion	−0.270	<0.001
Ability HR → Self-efficacy	0.246	0.001
Motivation HR → Self-efficacy	−0.244	0.008
Opportunity HR → Self-efficacy	0.395	<0.001
Ability HR → Work engagement	0.247	<0.001
Motivation HR → Work engagement	0.284	<0.001
Opportunity HR → Work engagement	0.138	0.022
Moderation relationships
Ownership X Motivation HR → Emotional exhaustion	−0.074	0.128
Ownership X Motivation HR → Self-efficacy	0.111	0.024
Mediation relationships
Ability HR → Emotional exhaustion → Work engagement	0.247	<0.001	0.042	0.001	0.222	0.001
Ability HR → Self-efficacy → Work engagement	0.247	<0.001	0.050	0.004	0.230	0.001
Motivation HR → Emotional exhaustion → Work engagement	0.284	<0.001	−0.032	0.018	0.186	0.002
Motivation HR → Self-efficacy → Work engagement	0.284	<0.001	−0.053	0.009	0.165	0.010
Opportunity HR → Emotional exhaustion → Work engagement	0.138	0.022	0.042	0.001	0.161	0.005
Opportunity HR → Self-efficacy → Work engagement	0.138	0.022	0.096	0.001	0.215	0.001

Note(s): N = 513; Explained variance (R-squares): Emotional exhaustion = 15%; Self-efficacy = 23%; Work engagement = 53%; CI – confidence interval

Source(s): Authors’ own work

[ViewLarge]

Sharing Unavailable