| Abstract [eng] |
The role of strengths use in the relationship between job resources, personal resources, work engagement, and job performance, Augustina Jakštonytė, Vilnius University, 2021. This study aims to evaluate the role of strengths use in the relationship between job resources (autonomy, supervisor support, co-worker support, learning opportunities) and engagement as well as job performance. This study included 187 participants from 19 to 59 years of age (M = 30,15, SD = 9,02), from which 110 women (58,8 %) and 77 men (41,2 %). Work experience ranged from less than a year (2 months) to 36 years (M = 8,95, SD = 8,01). Measurements were collected from The Job Demands–Resources Questionnaire by Bakker, A.B. (2014), Strengths Use Questionnaire by Van Woerkom, M., Mostert, K., Els, C., Bakker, A.B., De Beer, L., & Rothman jr., S. (2016), Utrecht Work Engagement Scale (Schaufeli and Bakker, 2006), and Self – Esteem Scale by Rosenberg (1965). Student T-test and ANOVA were used for comparing mean, Pearson correlation for identifying relationships, as well as regression and mediation analysis. Results show that strengths use significantly differs between age groups as well as marital status. Strengths use is predicted by job resources such as autonomy, supervisor support, co-worker support, learning opportunities, as well as personal resources, such as self-efficacy, optimism, self-esteem. Strengths use predicts work engagement and job performance. Strengths use partially mediates the relationship between autonomy, supervisor support, colleague support, self-efficacy, optimism, self-esteem and work engagement, also strengths use partially mediates the relationship between autonomy, colleague support, self-esteem and job performance, full mediation found in the relationship between learning opportunities and job performance. |
