Work engagement and voluntary absence: The moderating role of job resources

Amanda Shantz, Kerstin Alfes

Research output: Contribution to journalArticleScientificpeer-review

Abstract

The present study examined the moderating role of job resources, namely, organizational trust, the quality of employees’ relationship with their manager, and the motivating potential of jobs, on the negative relationship between work engagement and voluntary absence. Employee survey results and absence records collected from the Human Resources department of a construction and consultancy organization in the United Kingdom (n = 325) showed that work engagement was negatively related to voluntary absence, as measured by the Bradford Factor. Furthermore, the results showed that organizational trust and the quality of employees’ relationships with their line managers ameliorated the negative effect of relatively low levels of engagement on voluntary absence. Theoretical and practical implications of the findings are discussed.
Keywords: Engagement, Voluntary absence, Organizational trust, Leader-member exchange, Motivating potential score
Original languageEnglish
Pages (from-to)530-543
JournalThe European Journal of Work and Organizational Psychology
Volume24
Issue number4
DOIs
Publication statusPublished - 2015

Keywords

  • Motivating potential score
  • Voluntary absence
  • Organizational trust
  • Engagement
  • Leader-member exchange

Cite this

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title = "Work engagement and voluntary absence: The moderating role of job resources",
abstract = "The present study examined the moderating role of job resources, namely, organizational trust, the quality of employees’ relationship with their manager, and the motivating potential of jobs, on the negative relationship between work engagement and voluntary absence. Employee survey results and absence records collected from the Human Resources department of a construction and consultancy organization in the United Kingdom (n = 325) showed that work engagement was negatively related to voluntary absence, as measured by the Bradford Factor. Furthermore, the results showed that organizational trust and the quality of employees’ relationships with their line managers ameliorated the negative effect of relatively low levels of engagement on voluntary absence. Theoretical and practical implications of the findings are discussed.Keywords: Engagement, Voluntary absence, Organizational trust, Leader-member exchange, Motivating potential score",
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Work engagement and voluntary absence : The moderating role of job resources. / Shantz, Amanda; Alfes, Kerstin.

In: The European Journal of Work and Organizational Psychology, Vol. 24, No. 4, 2015, p. 530-543.

Research output: Contribution to journalArticleScientificpeer-review

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AB - The present study examined the moderating role of job resources, namely, organizational trust, the quality of employees’ relationship with their manager, and the motivating potential of jobs, on the negative relationship between work engagement and voluntary absence. Employee survey results and absence records collected from the Human Resources department of a construction and consultancy organization in the United Kingdom (n = 325) showed that work engagement was negatively related to voluntary absence, as measured by the Bradford Factor. Furthermore, the results showed that organizational trust and the quality of employees’ relationships with their line managers ameliorated the negative effect of relatively low levels of engagement on voluntary absence. Theoretical and practical implications of the findings are discussed.Keywords: Engagement, Voluntary absence, Organizational trust, Leader-member exchange, Motivating potential score

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