Sun Hui, Wang Shuai, Zhang Wei, Sun Ling
School of Business, Jiangsu Ocean University, Lianyungang, China.
School of Economics and Management, Wenzhou University of Technology, Wenzhou, China.
Front Psychol. 2024 Dec 18;15:1485025. doi: 10.3389/fpsyg.2024.1485025. eCollection 2024.
In recent years, work engagement garnered significant attention from both the business community and academia. Drawing on conservation of resources (COR) theory, this study investigates the mechanisms and boundary conditions through which conscientiousness influences work engagement. Through an empirical survey of 376 employees, the study found that, first, conscientiousness positively predicts employees' work engagement; second, presenteeism partially mediates the relationship between conscientiousness and work engagement; third, perceived organizational support (POS) negatively moderates the relationship between conscientiousness and presenteeism while positively moderating the relationship between presenteeism and work engagement; fourth, POS moderates the indirect effect of conscientiousness on work engagement via presenteeism, whereas the mediated relationship is weakened when employees exhibit a higher POS. These findings advance our theoretical and practical knowledge of how personality traits and situational factors jointly affect employees' work engagement, providing empirical data for a dialectical perspective on conscientious employees and enhancing their work engagement.
近年来，工作投入受到了商界和学术界的广泛关注。本研究基于资源保存（COR）理论，探讨尽责性影响工作投入的机制和边界条件。通过对376名员工的实证调查，研究发现：第一，尽责性正向预测员工的工作投入；第二，出勤主义在尽责性与工作投入之间起部分中介作用；第三，感知到的组织支持（POS）负向调节尽责性与出勤主义之间的关系，正向调节出勤主义与工作投入之间的关系；第四，POS调节尽责性通过出勤主义对工作投入的间接效应，当员工感知到较高的组织支持时，中介关系减弱。这些发现推进了我们对人格特质和情境因素如何共同影响员工工作投入的理论和实践认识，为辩证看待尽责员工及其工作投入提供了实证数据。
