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Work Ability Mediates the Relationships between Personal Resources and Work Engagement

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  • Jack C. Friedrich

    (Department of Psychology, Saint Louis University, St. Louis, MO 63103, USA
    These authors contributed equally to this work.)

  • Ryszard J. Koziel

    (Department of Psychology, Saint Louis University, St. Louis, MO 63103, USA
    These authors contributed equally to this work.)

  • Hannes Zacher

    (Wilhelm Wundt Institute of Psychology, Leipzig University, 04109 Leipzig, Germany)

  • Cort W. Rudolph

    (Department of Psychology, Saint Louis University, St. Louis, MO 63103, USA)

Abstract

Research on job resources suggests strong links with work engagement, but less is known about its association with personal resources and possible mechanisms linking personal resources to work engagement. Based on the job demands-resources (JD-R) model and lifespan development theories, we develop and test a model of the indirect relationships between personal resources (i.e., adaptive coping in the form of selection, optimization, and compensation and personal health in the form of subjective health complaints) and work engagement through work ability. To test this model, a sample of employees ( n = 520) was recruited from a panel of employed older (i.e., aged 40+) workers. Results suggest that work ability mediates the relationships between selection, optimization, and compensation and subjective health complaints and work engagement.

Suggested Citation

  • Jack C. Friedrich & Ryszard J. Koziel & Hannes Zacher & Cort W. Rudolph, 2022. "Work Ability Mediates the Relationships between Personal Resources and Work Engagement," Merits, MDPI, vol. 2(4), pages 1-11, October.
    • Handle: RePEc:gam:jmerit:v:2:y:2022:i:4:p:20-303:d:944285
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    References listed on IDEAS

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