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Relationships of individual and organizational support with engagement: Examining various types of causality in a three-wave study

机译：个人和组织支持与参与的关系：在三波研究中检查各种因果关系

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The challenges associated with facilitating an organizational environment that promotes work engagement and is supportive of employee psychological well-being are well documented. This study focused on the longitudinal relationships between work engagement and three supportive job resources: supervisor support, colleague support and individual perceptions of the wider resource of work culture support. The sample comprised 1196 employees of an Australian state police service, both police officers and civilian staff, who completed self-report surveys across three waves of data collection. Work culture support predicted higher supervisor support, colleague support and work engagement over time lags of 12 and 18 months. Furthermore, work engagement was a significant predictor of work culture support over the two time lags. Significant indirect relationships were also observed. With the large volume of work-related factors potentially influencing work engagement, the results of this research assist in clarifying the specific supportive job resources that impact upon work engagement over time. The paper discusses practical implications for the promotion of support and work engagement within high-stress occupations.
机译：充分记录了与促进组织环境，促进工作投入并支持员工心理健康相关的挑战。这项研究侧重于工作投入和三种支持性工作资源之间的纵向关系：主管支持，同事支持以及个人对更广泛的工作文化支持资源的看法。样本包括澳大利亚州警察局的1196名员工，包括警察和文职人员，他们完成了三波数据收集的自我报告调查。工作文化支持预计将在12个月和18个月的时间间隔内提供更高的主管支持，同事支持和工作投入。此外，工作投入是两个时滞中工作文化支持的重要预测指标。还观察到重要的间接关系。由于大量与工作相关的因素可能影响工作投入，因此本研究的结果有助于阐明随着时间的推移会影响工作投入的特定支持性工作资源。本文讨论了在高压力职业中促进支持和工作参与的实际意义。

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