Work Engagement and Job Strain as Mediator between Job Demands and Proactive Behavior

Abstract

In the past 50 years, research has shown that the workplace has an impact on workforce engagement and stress. Professional demands including workload, constraints of time, and challenging physical conditions have been connected negatively to work engagement and positively to burnout. On the other hand, employment resources typically have a favorable effect on wellbeing. In fact, it has been found that resources like job control, decision-making power, and task variety have a good impact on work engagement and a detrimental effect on burnout. Recent studies have demonstrated a negative correlation between work engagement and burnout symptoms, which may either help or hurt one's ability to perform at work, organizational commitment, and wellbeing. The job demands-resources (jd-r) model suggests that various. According to the job demands-resources (JD-R) model different energy-driven and motivational processes are in play between work engagement and burnout symptoms and related to job demands and resources. JDR Model will be apply in this study. The information will be gathered via an organized questionnaire. In this study non-probability purposive sampling will be used. Latest version of Statistical Package of Social Sciences (SPSS) and AMOS for data analysis will be used. Process Macro of Prof. Andrew Hayes will be used to test the hypothesis.