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Work engagement, emotional exhaustion, and counterproductive work behavior

机译：工作参与，情感疲惫和反复工作行为

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How might work engagement help predict emotional exhaustion? Incorporating the notion that work engagement and emotional exhaustion represent two ends of a continuum, we drew on the conservation of resources (COR) theory-which examines them as two distinct constructs-to conduct a multicontext, two-study investigation in the U.S. and China. We proposed that work engagement would increase emotional exhaustion for individuals who rated lower in the conscientiousness personality trait. Furthermore, we found a three-way interaction, whereby work engagement increased emotional exhaustion for less conscientious individuals who were also neurotic or emotionally unstable, while conversely decreasing emotional exhaustion for more conscientious individuals who are emotionally stable. Our results also support a moderated-mediation model, revealing that work engagement decreased counterproductive work behavior as a result of reduced emotional exhaustion when both conscientiousness and emotional stability were high. Implications for future work engagement and counterproductive work behavior research are offered.
机译：如何工作订婚有助于预测情绪疲惫？结合了工作参与和情绪疲惫的概念代表连续统一体的两端，我们提升了资源（COR）理论的保护 - 这将它们视为两个明显的构建体 - 在美国和中国进行多功能，两项研究调查。我们建议，工作参与将增加在休闲者人格特质的额定降低的个人的情绪耗尽。此外，我们发现了一种三种互动，从而增加了较不具情的人的工作效果增加了神经质或情绪不稳定的人，同时对情绪稳定的更应有的人来说，相反地降低了情绪疲惫。我们的业绩还支持一个适度的中调解模型，揭示了工作接合，由于尽职尽责，情绪稳定性降低了情绪耗尽，因此减少了反感的工作行为。提供对未来工作参与的影响和对抗生成工作行为研究。

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