3
How to cite this paper
APA: AlKahtani, N., Sulphey, M., Delany, K & Adow, A. (2021). Do psychological and sociological capitals predict employee engagement. Management Science Letters, 11(3), 823-832.
Chicago/Turabian: AlKahtani, N., Sulphey, M., Delany, K & Adow, A. 2021. "Do psychological and sociological capitals predict employee engagement." Management Science Letters 11, no. 3 (2021): 823-832.
AMA: AlKahtani, N., Sulphey, M., Delany, K & Adow, A. Do psychological and sociological capitals predict employee engagement. Management Science Letters. 2021;11(3):823-832.
References
Abbas, M, & Raja, U. (2011). Impact of Psychological Capital on Innovative Performance and Job Stress. In 15th Interna-tional Business Research Conference.
Agarwal, U. A., Datta, S., Blake-Beard, S., & Bhargava, S. (2012). Linking LMX, innovative work behaviour and turnover intentions: The mediating role of work engagement. Career Development International, 17(3), 208-230.
Aibinu, A. A., & Al-Lawati, A. M. (2010). Using PLS- SEM technique to model construction organization’s willingness to participate in e-bidding. Automation in Construction, 19(6), 714–724, DOI: 10.1016/j.outcome. 2010.02.016.
Akter, S., D'Ambra, J. & Ray, P. (2011). Trustworthiness in health information services: an assessment of a hierarchical model with mediating and moderating effects using partial least squares (PLS). Journal of the American Society for In-formation Science and Technology, 62(1), 100-116.
Albrecht, S. L. (2012). The influence of job, team and organizational level resources on employee wellbeing, engagement, commitment and extra-role performance: Test of a model. International Journal of Manpower, 33(7), 840-853.
Anderson, J. C., & Gerbing, D. W. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychological Bulletin, 103(3), 411–423. https://doi.org/10.1037/0033-2909.103.3.411
Azoury, A., Daou, L., & Sleiaty, F. (2013). Employee engagement in family and non-family firms. International Strategic Management Review, 1(1), 11-29.
Bakker, A. B. (2011). An evidence-based model of work engagement. Current Directions in Psychological Science, 20(4), 265–269. https://doi.org/10.1177/0963721411414534
Barclay, D., Thompson, R., & Higgins, C. (1995). The Partial Least Squares (PLS) Approach to Causal Modeling: Person-al Computer Adoption and Use an Illustration, Technology Studies, 2(2), 285-309.
Barrick, M. R., Mount, M. K., & Judge, T. A. (2001). Personality and performance at the beginning of the new millenni-um: What do we know and where do we go next?. International Journal of Selection and Assessment, 9(1‐2), 9-30.
Becker, J.-M., Rai, A., Ringle, C. M., & Völckner, F. (2013). Discovering Unobserved Heterogeneity in Structural Equa-tion Models to Avert Validity Threats. MIS Quarterly, 37(3), 665-694.
Bentler, P. M. (1992). On the fit of models to covariances and methodology to the bulletin. Psychological Bulle-tin, 112, 400–404.
Biswas, S., Bhatnagar, J. (2013), Mediator analysis of employee engagement: role of perceived organisational support, P-O fit, organizational commitment and job satisfaction, Vikalpa: The Journal for Decision Makers, 38(1), 27-40.
Bourdieu, P. (1986). The forms of capital. In: Richardson JE (ed.) Handbook of Theory of Research for the Sociology of Education. New York: Greenwood Press.
Breevaart, K., Bakker, A., Hetland, J., Demerouti, E., Olsen, O. K., & Espevik, R. (2014). Daily transactional and trans-formational leadership and daily employee engagement. Journal of Occupational and Organizational Psychology, 87(1), 138-157.
Choi, Y. and Lee, D. (2014). Psychological capital, Big Five traits, and employee outcomes. Journal of Managerial Psy-chology, 29(2), 122-140. DOI 10.1108/JMP-06-2012-0193
Davey, A., & Savla, J. (2010). Statistical power analysis with missing data: A structural equation modelling approach. New York: Rouledge Taylor and Francis Group.
De Clercq, D., Bouckenooghe, D., Raja, U., & Matsyborska, G. (2014). Servant Leadership and Work Engagement: The Contingency Effects of Leader–Follower Social Capital. Human Resource Development Quarterly, 25(2), 183- 212.
Diamantopoulos, A. & Siguaw, J.A. (2000). Introducing LISREL, Sage Publications.
Firouzbakht, M., Tirgar, A., Ebadi, A., Nia, H. S., Oksanen, T., Kouvonen, A., and Riahi, M. E. (2018). Psychometric properties of Persian version of the short-form workplace social capital questionnaire for female health workers. In-ternational Journal of Occupational Environmental Medicine, 9, 184-193. doi: 10.15171/ijoem.2018.1264
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39–50. https://doi.org/10.2307/3151312
Frank, F.D., Finnegan, R. P., & Taylor, C. R. (2004). The race for talent: retaining and engaging workers in the 21st centu-ry. Human Resource Planning, 27(3), 12-25.
Fredrickson, B. (2009). Positivity: Groundbreaking research reveals how to embrace the hidden strength of positive emo-tions, overcome negativity, and thrive. Crown Publishers/Random House.
Fujita, S., Kawakami, N., Ando, E., Inoue, A., Tsuno, K., Kurioka, S. & Kawachi, I. (2016). The association of workplace social capital with work engagement of employees in health care settings: A multilevel cross-sectional analysis. Jour-nal of Occupational and Environmental Medicine, 58, 265–271.
Gan, T., & Gan, Y. (2014). Sequential development among dimensions of job burnout and engagement among IT employ-ees. Stress and Health, 30(2), 122-133.
Gefen, D., Karahanna, E. and Straub, D.W. (2003) Trust and TAM in Online Shopping An Integrated Model. MIS Quarter-ly, 27, 51-90.
Grover, S. L., Teo, S. T., Pick, D., Roche, M., & Newton, C. J. (2018). Psychological capital as a personal resource in the JD-R model. Personnel Review, 47, 968-984. https://doi.org/10.1108/PR-08-2016- 0213
Hair Jr, J. F., Hult, G. T. M., Ringle, C., and Sarstedt, M. (2016). A primer on partial least squares structural equation modeling (PLS-SEM). Sage publications.
Hair, Jr., J. F., Black, W. C., Babin, B. J., and Anderson, R. E. (2010). Multivariate data analysis (7th ed.). Uppersaddle River, New Jersey: Prentice Hall.
Hakanen, J. J. and Schaufeli, W. B. (2012) Do Burnout and Work Engagement Predict Depressive Symptoms and Life Sat-isfaction? A Three-Wave Seven-Year Prospective Study. Journal of Affective Disorders, 141, 415-424. https://doi.org/10.1016/j.jad.2012.02.043
Harter, J. K., Schmidt, F. L., & Keyes, C. L. (2003). Wellbeing in the workplace and its relationship to business outcomes: A review of the Gallup studies. Flourishing: Positive psychology and the life well-lived, 2, 205-224.
Hoffman, B. J., & Woehr, D. J. (2006). A quantitative review of the relationship between person– organization fit and be-havioral outcomes. Journal of Vocational Behavior, 68(3), 389-399.
Hu, L. T., & Bentler, P. M. (1999). Cutoff Criteria for Fit Indexes in Covariance Structure Analysis: Conventional Criteria versus New Alternatives. Structural Equation Modeling, 6, 1-55.
http://dx.doi.org/10.1080/10705519909540118
Hulland, J. (1999). Use of partial least squares (PLS) in strategic management research: A review of four recent studies. Strategic Management Journal, 20, 195-204.
Igolkina, A. A., & Meshcheryakov, G. (2020). semopy: A Python Package for Structural Equation Modeling. Structural Equation Modelling: A Multidisciplinary Journal. 1–15.
Jorge Correia de Sousa, M., & van Dierendonck, D. (2014). Servant leadership and engagement in a merge process under high uncertainty. Journal of Organizational Change Management, 27(6), 877-899.
Jose, G., & Mampilly, S. R. (2014). Psychological Empowerment as a Predictor of Employee Engagement: An Empirical Attestation, Global Business Review, 15(1), 93-104.
Kahn, W. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33, 692–724.
Kaiser, H.F. (1970) A second generation little jiffy. Psychometrika, 35, 401-415.
Karatepe, O. M. (2013). High-performance work practices and hotel employee performance: The mediation of work en-gagement. International Journal of Hospitality Management, 32, 132-140.
Karrasch, A.I. (2003). Antecedents and consequences of organizational commitment. Military Psychology, 15(3), 225-36.
Kawachi, I., Kennedy, B. P., and Glass, R. (1999). Social capital and self-rated health: a contextual analysis. American Journal of Public Health, 89, 1187-1193.
Kim, H. J., Shin, K. H., & Swanger, N. (2009). Burnout and engagement: A comparative analysis using the Big Five per-sonality dimensions. International Journal of Hospitality Management, 28(1), 96-104.
Knight, C., Patterson, M., & Dawson, J. (2017). Building work engagement: A systematic review and meta‐analysis inves-tigating the effectiveness of work engagement interventions. Journal of Organizational Behavior, 38(6), 792–812.
Krejcie, R. V., & Morgan, D. W. (1970). Determining sample size for research activities. Educational and Psychological Measurement, 30(3), 607–610.
Lin, N. (2001). Social Capital: A Theory of Social Structure and Action. Cambridge: Cambridge University Press.
Lleras, C. (2005) Path analysis. Encyclopedia of Social Measurement, 3, 25-30.
Lu, J. 2014. Are personal innovativeness and social influence critical to continue with mobile commerce? Internet Re-search, 24 (2), 134–59. doi:10.1108/intr-05-2012-0100.
May, D. R., Gilson, R. L., & Harter, L. M. (2004). The psychological conditions of meaningfulness, safety, and availabil-ity and the engagement of the human spirit at work. Journal of Occupational Psychology, 77, 11-37.
Naidoo, V., Abarantyne, I., & Rugimbana, R. (2019). The impact of psychological contracts on employee engagement at a university of technology. SA Journal of Human Resource Management, 17(0), a1039. https://doi. org/10.4102/sajhrm. v17i0.1039
Norman, S.M., Avey, J.B., Nimnicht, J.L., & Pigeon, N. G. (2010). The interactive effects of psychological capital and or-ganizational identity on employee organizational citizenship and deviance behaviors, Journal of Leadership and Or-ganizational Studies, 17(4), 380-391
Nunnally, J. C., & Bernstein, I. H. (1994). Psychometric theory. New York: McGraw-Hill.
Oksanen, T., Kouvonen, A., Vahtera, J., Virtanen, M., & Kivimäki, M. (2010). Prospective study of workplace social capi-tal and depression: are vertical and horizontal components equally important?. Journal of Epidemiology & Community Health, 64(8), 684-689.
Putnam, R. D. (2000). Bowling Alone: The Collapse and Revival of American Community. New York: Simon and Schuster.
Resick, C. J., Baltes, B. B., & Shantz, C. W. (2007). Person-organization fit and workrelated attitudes and decisions: Ex-amining interactive effects with job fit and conscientiousness. Journal of Applied Psychology, 92, 1446-1455.
Richman, A. (2006). Everyone wants an engaged workforce how can you create it? Workspan, 49, 36-39.
Robinson, D., Perryman, S. and Hayday, S. (2004), The Drivers of Employee Engagement, Institute for Employment Stud-ies, Brighton.
Saks, A. M. (2006). Antecedents and consequences of employee engagement, Journal of Managerial Psychology, 21(7), 600-619. DOI 10.1108/02683940610690169
Sandhya, S. & Sulphey, M. M. (2020). Influence of Empowerment, Psychological Contract and Employee engagement on Voluntary Turnover Intentions, International Journal of Productivity and Performance Management, https://doi.org/ 10.1108/IJPPM-04-2019-0189
Sarti, D. (2014). Job Resources as Antecedents of Engagement at Work: Evidence from a Long‐Term Care Setting. Human Resource Development Quarterly, 25(2), 213-237.
Sato, Y. (2013). Social capital, Sociopedia.isa, 1-10. DOI: 10.1177/205684601374
Sawang, S. (2012). Is there an inverted U-shaped relationship between job demands and work engagement: The moderat-ing role of social support? International Journal of Manpower, 33(2), 178-186.
Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engage-ment: A multi-sample study. Journal of Organizational Behavior, 25(3), 293–315. https://doi.org/10.1002/job.248
Schaufeli, W.B., Salanova, M., Gonzalez-Roma, V. and Bakker, A.B. (2002), The measurement of engagement and burn-out: a two sample confirmatory factor analytic approach, Journal of Happiness Studies, 3, 71-92.
Shantz, A., Alfes, K., & Latham, G. P. (2014). The Buffering Effect of Perceived Organizational Support on the Relation-ship Between Work Engagement and Behavioral Outcomes. Human Resource Management, 55(1), 25-38. https://doi.org/10.1002/hrm.21653
Shuck, B., & Wollard, K. (2010). Employee engagement and HRD: A seminal review of the foundations. Human Resource Development Review, 9(1), 89-110.
Shuck, B., Reio Jr, T. G., & Rocco, T. S. (2011). Employee engagement: An examination of antecedent and outcome vari-ables. Human resource Development International, 14(4), 427-445.
Simons, J.C., & Buitendach, J.H. (2013). Psychological capital, work engagement and organisational commitment amongst call centre employees in South Africa. SA Journal of Industrial Psychology, 39(2), 1-12. http://dx.doi.org/10.4102/sajip.v39i2.1071
Slåtten, T., & Mehmetoglu, M. (2011). Antecedents and effects of engaged frontline employees: A study from the hospi-tality industry. Managing Service Quality, 21(1), 88–107. https://doi.org/10.1108/09604521111100261
Slattery, J. P., Selvarajan, T. T., Anderson, J. E., & Sardessai, R. (2010). Relationship between job characteristics and atti-tudes: A study of temporary employees. Journal of Applied Social Psychology, 40(6), 1539-1565.
Snyder, C.R., Harris, C., Anderson, J.R., Holleran, S.A., Irving, L.M., Sigmon, S.T. et al. (1991), The will and the ways: development and validation of an individual-differences measure of hope, Journal of Personality and Social Psycholo-gy, 60, 570-585.
Stajkovic, A. D. (2006). Development of a core confidence-higher order construct. Journal of Applied Psychology, 91(6), 1208–1224. https://doi.org/10.1037/0021-9010.91.6.1208
Sulphey, M. M. & Salim, A. (2020). Development of a Tool to Measure Social Entrepreneurial Orientation, Journal of En-trepreneurship in Emerging Economies, https://doi.org//10.1108/JEEE-07-2019-0099
Sulphey, M.M. (2020). Construction and validation of Workplace Identity Scale (WIS). Economics and Sociology, 13(2), 53-69. https://doi.org/10.14254/2071-789X.2020/13-2/4
Tabachnick, B. G., & Fidell, L. S. (2007). Using multivariate statistics (5th ed.). Allyn & Bacon/Pearson Education.
Walumbwa, F.O., Peterson, S. J., Avolio, B. J. & Hartnell, C.A. (2010). An Investigation of the Relationships Among Leader and Follower Psychological Capital, Service Climate, and Job Performance. Personnel Psychology, 63(4), 937-963.
Welbourne, T. M. (2007), Employee engagement: Beyond the fad and into the executive suite, Executive Forum, Spring, 45-51.
Woods, S. A., & Sofat, J. A. (2013). Personality and engagement at work: the mediating role of psychological meaning-fulness. Journal of Applied Social Psychology, 43(11), 2203-2210.
Xu, J., & Thomas, H. C. (2011). How can leaders achieve high employee engagement? Leadership & Organization Devel-opment Journal, 32(4), 399-416. doi:http://dx.doi.org/10.1108/01437731111134661
Ye, J., Marinova, D., & Singh, J. (2007). Strategic change implementation and performance loss in the front lines. Journal of Marketing, 71(4), 156-171.
Zhang, T., C. Avery, G., Bergsteiner, H., & More, E. (2014). Do follower characteristics moderate leadership and employ-ee engagement? Journal of Global Responsibility, 5(2), 269-288.
Agarwal, U. A., Datta, S., Blake-Beard, S., & Bhargava, S. (2012). Linking LMX, innovative work behaviour and turnover intentions: The mediating role of work engagement. Career Development International, 17(3), 208-230.
Aibinu, A. A., & Al-Lawati, A. M. (2010). Using PLS- SEM technique to model construction organization’s willingness to participate in e-bidding. Automation in Construction, 19(6), 714–724, DOI: 10.1016/j.outcome. 2010.02.016.
Akter, S., D'Ambra, J. & Ray, P. (2011). Trustworthiness in health information services: an assessment of a hierarchical model with mediating and moderating effects using partial least squares (PLS). Journal of the American Society for In-formation Science and Technology, 62(1), 100-116.
Albrecht, S. L. (2012). The influence of job, team and organizational level resources on employee wellbeing, engagement, commitment and extra-role performance: Test of a model. International Journal of Manpower, 33(7), 840-853.
Anderson, J. C., & Gerbing, D. W. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychological Bulletin, 103(3), 411–423. https://doi.org/10.1037/0033-2909.103.3.411
Azoury, A., Daou, L., & Sleiaty, F. (2013). Employee engagement in family and non-family firms. International Strategic Management Review, 1(1), 11-29.
Bakker, A. B. (2011). An evidence-based model of work engagement. Current Directions in Psychological Science, 20(4), 265–269. https://doi.org/10.1177/0963721411414534
Barclay, D., Thompson, R., & Higgins, C. (1995). The Partial Least Squares (PLS) Approach to Causal Modeling: Person-al Computer Adoption and Use an Illustration, Technology Studies, 2(2), 285-309.
Barrick, M. R., Mount, M. K., & Judge, T. A. (2001). Personality and performance at the beginning of the new millenni-um: What do we know and where do we go next?. International Journal of Selection and Assessment, 9(1‐2), 9-30.
Becker, J.-M., Rai, A., Ringle, C. M., & Völckner, F. (2013). Discovering Unobserved Heterogeneity in Structural Equa-tion Models to Avert Validity Threats. MIS Quarterly, 37(3), 665-694.
Bentler, P. M. (1992). On the fit of models to covariances and methodology to the bulletin. Psychological Bulle-tin, 112, 400–404.
Biswas, S., Bhatnagar, J. (2013), Mediator analysis of employee engagement: role of perceived organisational support, P-O fit, organizational commitment and job satisfaction, Vikalpa: The Journal for Decision Makers, 38(1), 27-40.
Bourdieu, P. (1986). The forms of capital. In: Richardson JE (ed.) Handbook of Theory of Research for the Sociology of Education. New York: Greenwood Press.
Breevaart, K., Bakker, A., Hetland, J., Demerouti, E., Olsen, O. K., & Espevik, R. (2014). Daily transactional and trans-formational leadership and daily employee engagement. Journal of Occupational and Organizational Psychology, 87(1), 138-157.
Choi, Y. and Lee, D. (2014). Psychological capital, Big Five traits, and employee outcomes. Journal of Managerial Psy-chology, 29(2), 122-140. DOI 10.1108/JMP-06-2012-0193
Davey, A., & Savla, J. (2010). Statistical power analysis with missing data: A structural equation modelling approach. New York: Rouledge Taylor and Francis Group.
De Clercq, D., Bouckenooghe, D., Raja, U., & Matsyborska, G. (2014). Servant Leadership and Work Engagement: The Contingency Effects of Leader–Follower Social Capital. Human Resource Development Quarterly, 25(2), 183- 212.
Diamantopoulos, A. & Siguaw, J.A. (2000). Introducing LISREL, Sage Publications.
Firouzbakht, M., Tirgar, A., Ebadi, A., Nia, H. S., Oksanen, T., Kouvonen, A., and Riahi, M. E. (2018). Psychometric properties of Persian version of the short-form workplace social capital questionnaire for female health workers. In-ternational Journal of Occupational Environmental Medicine, 9, 184-193. doi: 10.15171/ijoem.2018.1264
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39–50. https://doi.org/10.2307/3151312
Frank, F.D., Finnegan, R. P., & Taylor, C. R. (2004). The race for talent: retaining and engaging workers in the 21st centu-ry. Human Resource Planning, 27(3), 12-25.
Fredrickson, B. (2009). Positivity: Groundbreaking research reveals how to embrace the hidden strength of positive emo-tions, overcome negativity, and thrive. Crown Publishers/Random House.
Fujita, S., Kawakami, N., Ando, E., Inoue, A., Tsuno, K., Kurioka, S. & Kawachi, I. (2016). The association of workplace social capital with work engagement of employees in health care settings: A multilevel cross-sectional analysis. Jour-nal of Occupational and Environmental Medicine, 58, 265–271.
Gan, T., & Gan, Y. (2014). Sequential development among dimensions of job burnout and engagement among IT employ-ees. Stress and Health, 30(2), 122-133.
Gefen, D., Karahanna, E. and Straub, D.W. (2003) Trust and TAM in Online Shopping An Integrated Model. MIS Quarter-ly, 27, 51-90.
Grover, S. L., Teo, S. T., Pick, D., Roche, M., & Newton, C. J. (2018). Psychological capital as a personal resource in the JD-R model. Personnel Review, 47, 968-984. https://doi.org/10.1108/PR-08-2016- 0213
Hair Jr, J. F., Hult, G. T. M., Ringle, C., and Sarstedt, M. (2016). A primer on partial least squares structural equation modeling (PLS-SEM). Sage publications.
Hair, Jr., J. F., Black, W. C., Babin, B. J., and Anderson, R. E. (2010). Multivariate data analysis (7th ed.). Uppersaddle River, New Jersey: Prentice Hall.
Hakanen, J. J. and Schaufeli, W. B. (2012) Do Burnout and Work Engagement Predict Depressive Symptoms and Life Sat-isfaction? A Three-Wave Seven-Year Prospective Study. Journal of Affective Disorders, 141, 415-424. https://doi.org/10.1016/j.jad.2012.02.043
Harter, J. K., Schmidt, F. L., & Keyes, C. L. (2003). Wellbeing in the workplace and its relationship to business outcomes: A review of the Gallup studies. Flourishing: Positive psychology and the life well-lived, 2, 205-224.
Hoffman, B. J., & Woehr, D. J. (2006). A quantitative review of the relationship between person– organization fit and be-havioral outcomes. Journal of Vocational Behavior, 68(3), 389-399.
Hu, L. T., & Bentler, P. M. (1999). Cutoff Criteria for Fit Indexes in Covariance Structure Analysis: Conventional Criteria versus New Alternatives. Structural Equation Modeling, 6, 1-55.
http://dx.doi.org/10.1080/10705519909540118
Hulland, J. (1999). Use of partial least squares (PLS) in strategic management research: A review of four recent studies. Strategic Management Journal, 20, 195-204.
Igolkina, A. A., & Meshcheryakov, G. (2020). semopy: A Python Package for Structural Equation Modeling. Structural Equation Modelling: A Multidisciplinary Journal. 1–15.
Jorge Correia de Sousa, M., & van Dierendonck, D. (2014). Servant leadership and engagement in a merge process under high uncertainty. Journal of Organizational Change Management, 27(6), 877-899.
Jose, G., & Mampilly, S. R. (2014). Psychological Empowerment as a Predictor of Employee Engagement: An Empirical Attestation, Global Business Review, 15(1), 93-104.
Kahn, W. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33, 692–724.
Kaiser, H.F. (1970) A second generation little jiffy. Psychometrika, 35, 401-415.
Karatepe, O. M. (2013). High-performance work practices and hotel employee performance: The mediation of work en-gagement. International Journal of Hospitality Management, 32, 132-140.
Karrasch, A.I. (2003). Antecedents and consequences of organizational commitment. Military Psychology, 15(3), 225-36.
Kawachi, I., Kennedy, B. P., and Glass, R. (1999). Social capital and self-rated health: a contextual analysis. American Journal of Public Health, 89, 1187-1193.
Kim, H. J., Shin, K. H., & Swanger, N. (2009). Burnout and engagement: A comparative analysis using the Big Five per-sonality dimensions. International Journal of Hospitality Management, 28(1), 96-104.
Knight, C., Patterson, M., & Dawson, J. (2017). Building work engagement: A systematic review and meta‐analysis inves-tigating the effectiveness of work engagement interventions. Journal of Organizational Behavior, 38(6), 792–812.
Krejcie, R. V., & Morgan, D. W. (1970). Determining sample size for research activities. Educational and Psychological Measurement, 30(3), 607–610.
Lin, N. (2001). Social Capital: A Theory of Social Structure and Action. Cambridge: Cambridge University Press.
Lleras, C. (2005) Path analysis. Encyclopedia of Social Measurement, 3, 25-30.
Lu, J. 2014. Are personal innovativeness and social influence critical to continue with mobile commerce? Internet Re-search, 24 (2), 134–59. doi:10.1108/intr-05-2012-0100.
May, D. R., Gilson, R. L., & Harter, L. M. (2004). The psychological conditions of meaningfulness, safety, and availabil-ity and the engagement of the human spirit at work. Journal of Occupational Psychology, 77, 11-37.
Naidoo, V., Abarantyne, I., & Rugimbana, R. (2019). The impact of psychological contracts on employee engagement at a university of technology. SA Journal of Human Resource Management, 17(0), a1039. https://doi. org/10.4102/sajhrm. v17i0.1039
Norman, S.M., Avey, J.B., Nimnicht, J.L., & Pigeon, N. G. (2010). The interactive effects of psychological capital and or-ganizational identity on employee organizational citizenship and deviance behaviors, Journal of Leadership and Or-ganizational Studies, 17(4), 380-391
Nunnally, J. C., & Bernstein, I. H. (1994). Psychometric theory. New York: McGraw-Hill.
Oksanen, T., Kouvonen, A., Vahtera, J., Virtanen, M., & Kivimäki, M. (2010). Prospective study of workplace social capi-tal and depression: are vertical and horizontal components equally important?. Journal of Epidemiology & Community Health, 64(8), 684-689.
Putnam, R. D. (2000). Bowling Alone: The Collapse and Revival of American Community. New York: Simon and Schuster.
Resick, C. J., Baltes, B. B., & Shantz, C. W. (2007). Person-organization fit and workrelated attitudes and decisions: Ex-amining interactive effects with job fit and conscientiousness. Journal of Applied Psychology, 92, 1446-1455.
Richman, A. (2006). Everyone wants an engaged workforce how can you create it? Workspan, 49, 36-39.
Robinson, D., Perryman, S. and Hayday, S. (2004), The Drivers of Employee Engagement, Institute for Employment Stud-ies, Brighton.
Saks, A. M. (2006). Antecedents and consequences of employee engagement, Journal of Managerial Psychology, 21(7), 600-619. DOI 10.1108/02683940610690169
Sandhya, S. & Sulphey, M. M. (2020). Influence of Empowerment, Psychological Contract and Employee engagement on Voluntary Turnover Intentions, International Journal of Productivity and Performance Management, https://doi.org/ 10.1108/IJPPM-04-2019-0189
Sarti, D. (2014). Job Resources as Antecedents of Engagement at Work: Evidence from a Long‐Term Care Setting. Human Resource Development Quarterly, 25(2), 213-237.
Sato, Y. (2013). Social capital, Sociopedia.isa, 1-10. DOI: 10.1177/205684601374
Sawang, S. (2012). Is there an inverted U-shaped relationship between job demands and work engagement: The moderat-ing role of social support? International Journal of Manpower, 33(2), 178-186.
Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engage-ment: A multi-sample study. Journal of Organizational Behavior, 25(3), 293–315. https://doi.org/10.1002/job.248
Schaufeli, W.B., Salanova, M., Gonzalez-Roma, V. and Bakker, A.B. (2002), The measurement of engagement and burn-out: a two sample confirmatory factor analytic approach, Journal of Happiness Studies, 3, 71-92.
Shantz, A., Alfes, K., & Latham, G. P. (2014). The Buffering Effect of Perceived Organizational Support on the Relation-ship Between Work Engagement and Behavioral Outcomes. Human Resource Management, 55(1), 25-38. https://doi.org/10.1002/hrm.21653
Shuck, B., & Wollard, K. (2010). Employee engagement and HRD: A seminal review of the foundations. Human Resource Development Review, 9(1), 89-110.
Shuck, B., Reio Jr, T. G., & Rocco, T. S. (2011). Employee engagement: An examination of antecedent and outcome vari-ables. Human resource Development International, 14(4), 427-445.
Simons, J.C., & Buitendach, J.H. (2013). Psychological capital, work engagement and organisational commitment amongst call centre employees in South Africa. SA Journal of Industrial Psychology, 39(2), 1-12. http://dx.doi.org/10.4102/sajip.v39i2.1071
Slåtten, T., & Mehmetoglu, M. (2011). Antecedents and effects of engaged frontline employees: A study from the hospi-tality industry. Managing Service Quality, 21(1), 88–107. https://doi.org/10.1108/09604521111100261
Slattery, J. P., Selvarajan, T. T., Anderson, J. E., & Sardessai, R. (2010). Relationship between job characteristics and atti-tudes: A study of temporary employees. Journal of Applied Social Psychology, 40(6), 1539-1565.
Snyder, C.R., Harris, C., Anderson, J.R., Holleran, S.A., Irving, L.M., Sigmon, S.T. et al. (1991), The will and the ways: development and validation of an individual-differences measure of hope, Journal of Personality and Social Psycholo-gy, 60, 570-585.
Stajkovic, A. D. (2006). Development of a core confidence-higher order construct. Journal of Applied Psychology, 91(6), 1208–1224. https://doi.org/10.1037/0021-9010.91.6.1208
Sulphey, M. M. & Salim, A. (2020). Development of a Tool to Measure Social Entrepreneurial Orientation, Journal of En-trepreneurship in Emerging Economies, https://doi.org//10.1108/JEEE-07-2019-0099
Sulphey, M.M. (2020). Construction and validation of Workplace Identity Scale (WIS). Economics and Sociology, 13(2), 53-69. https://doi.org/10.14254/2071-789X.2020/13-2/4
Tabachnick, B. G., & Fidell, L. S. (2007). Using multivariate statistics (5th ed.). Allyn & Bacon/Pearson Education.
Walumbwa, F.O., Peterson, S. J., Avolio, B. J. & Hartnell, C.A. (2010). An Investigation of the Relationships Among Leader and Follower Psychological Capital, Service Climate, and Job Performance. Personnel Psychology, 63(4), 937-963.
Welbourne, T. M. (2007), Employee engagement: Beyond the fad and into the executive suite, Executive Forum, Spring, 45-51.
Woods, S. A., & Sofat, J. A. (2013). Personality and engagement at work: the mediating role of psychological meaning-fulness. Journal of Applied Social Psychology, 43(11), 2203-2210.
Xu, J., & Thomas, H. C. (2011). How can leaders achieve high employee engagement? Leadership & Organization Devel-opment Journal, 32(4), 399-416. doi:http://dx.doi.org/10.1108/01437731111134661
Ye, J., Marinova, D., & Singh, J. (2007). Strategic change implementation and performance loss in the front lines. Journal of Marketing, 71(4), 156-171.
Zhang, T., C. Avery, G., Bergsteiner, H., & More, E. (2014). Do follower characteristics moderate leadership and employ-ee engagement? Journal of Global Responsibility, 5(2), 269-288.