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The influencing outcomes of job engagement: an interpretation from the social exchange theory

机译：工作投入的影响结果：社会交流理论的解释

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Purpose - Job engagement is a positive, fulfilling, work-related state of an individual, the perfect link between individual characteristics, job factors and job performance and the important path of an organization creating competitive advantages. Based on the viewpoint of the social exchange theory, the study assumes that employees will generate different influencing outcomes, which are, in order, task performance, organizational citizenship behavior, job burnout and counter-productive work behavior (CWB), according to the degree to which they psychologically expect that job engagement could receive organizational rewards, and discusses the relationships between job engagement and task performance, organizational citizenship behavior and other variables. The paper aims to discuss these issues. Design/methodology/approach - Data were collected from the employees working as the salesmen from 48 computer and computer parts sales companies. The questionnaires of the study were the paired questionnaires. In total, 150 supervisor questionnaires and 633 employee questionnaires have been distributed. Under every sales head, there were some employees. In total, 501 valid paired questionnaires were collected. AMOS 23.0 was employed to process the data in the structural equation modeling and the causal relationships among all the factors were explored. Findings - The results revealed that employee job engagement had positive influence on task performance and organizational citizenship behavior and had negative influence on job burnout and counter-productive work behavior; among all the moderating variables, organizational justice just significantly and negatively moderates job engagement and CWB. Originality/value - Job engagement is an actively and fully absorbing state of an individual in the work, the perfect link among individual characteristics, job factors and job engagement and the important path of an organization creating competitive advantages. Most of the past studies have explored the positive effects of job engagement. This study tries to explore the positive and negative effects of employee's job engagement based on the social exchange theory.
机译：目的-工作投入是个人积极，充实，与工作相关的状态，是个人特征，工作因素和工作绩效之间的完美链接，是组织创造竞争优势的重要途径。基于社会交换理论的观点，该研究假设员工将根据程度产生不同的影响结果，依次是任务绩效，组织公民行为，工作倦怠和适得其反的工作行为（CWB）他们从心理上期望工作参与可以得到组织奖励，并讨论了工作参与与任务绩效，组织公民行为和其他变量之间的关系。本文旨在讨论这些问题。设计/方法/方法-数据是从48家计算机和计算机零件销售公司的销售人员处收集的。该研究的问卷是成对的问卷。总共分发了150份主管问卷和633份员工问卷。在每个销售负责人的下方，都有一些员工。总共收集了501份有效的配对问卷。在结构方程模型中使用AMOS 23.0处理数据，并探讨了所有因素之间的因果关系。调查结果-结果表明，员工的工作投入对任务绩效和组织公民行为有积极影响，对工作倦怠和适得其反的工作行为有负面影响；在所有适度变量中，组织公正只会显着地负面影响工作投入和CWB。原创性/价值-工作投入是一个人在工作中的一种积极而充分的吸收状态，是个人特征，工作因素和工作投入之间的完美链接，是组织创造竞争优势的重要途径。过去的大多数研究都探索了工作投入的积极影响。本研究试图探讨基于社会交换理论的员工敬业度的正反作用。

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