Work Engagement: Organizational Attribute or Personality Trait?: Organizational Attribute or Personality Trait?

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dc.contributor.authorPrieto-Díez, Francisco
dc.contributor.authorPostigo, Álvaro
dc.contributor.authorCuesta, Marcelino
dc.contributor.authorMuñiz, José
dc.contributor.institutionTecnalia Research & Innovation
dc.contributor.institutionMercado
dc.date.issued2022-08
dc.descriptionPublisher Copyright: © 2022 Colegio Oficial de la Psicología de Madrid.
dc.description.abstractOne of the most determining factors of work performance is the degree of engagement of people to their work. That degree of engagement is influenced by both personal and organizational factors. The objective of this research is to analyze the connection between personal characteristics and organizational attributes with the work engagement of workers. The sample consisted of 286 employed workers; 83.5% were Spanish and 16.5% belonged to other Spanish-speaking countries. The mean age was 44.51 years (SD = 8.76) and 55.2% were women. For the prediction of work engagement, a hierarchical linear regression was carried out, first introducing the variables that evaluate personal characteristics (Big Five, entrepreneurial personality, emotional intelligence, and personal happiness) and, later, variables relating to organizational attributes (happiness work and organizational climate). General personality traits (Big Five) explain 22% of work engagement, this percentage rising to 47% when entrepreneurial personality is introduced in the model. Emotional intelligence does not explain additional variance, but personal happiness does. Happiness at work and organizational climate produce a significant increase and the explained variance rises from 55% to 63% when they are included in the model. Both the variables related to the personal characteristics of the employees and variables related to the organizational attributes jointly contribute to the explanation of the degree of work engagement. Workers with high scores on entrepreneurial personality traits achieve higher levels of work engagement, finding a moderating effect of the organizational climate in the relationship between people’s autonomy and their work engagement.en
dc.description.statusPeer reviewed
dc.format.extent8
dc.format.extent275012
dc.identifier.citationPrieto-Díez , F , Postigo , Á , Cuesta , M & Muñiz , J 2022 , ' Work Engagement: Organizational Attribute or Personality Trait? Organizational Attribute or Personality Trait? ' , Revista de Psicología del Trabajo y de las Organizaciones , vol. 38 , no. 2 , pp. 85-92 . https://doi.org/10.5093/jwop2022a7
dc.identifier.doi10.5093/jwop2022a7
dc.identifier.issn2174-0534
dc.identifier.otherresearchoutputwizard: 11556/1386
dc.identifier.urlhttp://www.scopus.com/inward/record.url?scp=85142194789&partnerID=8YFLogxK
dc.language.isoeng
dc.relation.ispartofRevista de Psicología del Trabajo y de las Organizaciones
dc.rightsinfo:eu-repo/semantics/openAccess
dc.subject.keywordsWork engagement
dc.subject.keywordsEntrepreneurial personality
dc.subject.keywordsBig Five
dc.subject.keywordsEmotional intelligence
dc.subject.keywordsHappiness
dc.subject.keywordsOrganizational climate
dc.subject.keywordsModeration
dc.subject.keywordsWork engagement
dc.subject.keywordsEntrepreneurial personality
dc.subject.keywordsBig Five
dc.subject.keywordsEmotional intelligence
dc.subject.keywordsHappiness
dc.subject.keywordsOrganizational climate
dc.subject.keywordsModeration
dc.subject.keywordsSocial Psychology
dc.subject.keywordsOrganizational Behavior and Human Resource Management
dc.titleWork Engagement: Organizational Attribute or Personality Trait?: Organizational Attribute or Personality Trait?en
dc.title.alternativeEl compromiso laboral¿atributo organizacional o rasgo de personalidad?es
dc.typejournal article
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