Shantz, Amanda and Alfes, Kerstin (2015) Work engagement and voluntary absence: The moderating role of job resources. European Journal of Work and Organizational Psychology, 24 (4). pp. 530-543. ISSN 1359-432X (Print), 1464-0643 (Online) (doi:https://doi.org/10.1080/1359432X.2014.936392)

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Abstract

The present study examined the moderating role of job resources, namely, organisational 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 organisation in the United Kingdom (n=325) showed that work engagement was negatively related to voluntary absence, as measured by the Bradford Factor. Further, the results showed that organisational 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.

Item Type:	Article
Additional Information:	This is an Accepted Manuscript of an article published by Taylor & Francis Group in European Journal of Work and Organizational Psychology on 23/07/2014, available online: http://www.tandfonline.com/10.1080/1359432X.2014.936392
Uncontrolled Keywords:	Engagement, Voluntary absence, Organizational trust, Leader-member exchange, Motivating potential score
Faculty / School / Research Centre / Research Group:	Faculty of Business > Department of Human Resources & Organisational Behaviour
Last Modified:	14 Oct 2016 09:36
URI:	http://gala.gre.ac.uk/id/eprint/14282

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