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Exploring the Consequences of Work Engagement: Relations Among OCB-I, LMX and Team Work Performance

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  • Mine M. AFACAN FINDIKLI

    (Istanbul Gelisim Universitesi)

Abstract

Engaged employees are key human resources that help organizations sustain their competitive positions. The related literature has predominantly treated work engagement as an outcome variable. Going beyond this context, this research explores the consequences of work engagement. By investigating the outcomes, two important relational mechanisms namely LMX, OCB-I and one performance outcome, team work performance are introduced. Using full-time assessors from an HR consultancy company located in Istanbul, this research tests a moderated mediation mechanisms where LMX and OCB-I are relational resources that link work engagement to team work performance. Results revealed that engaged employees who enjoy high quality LMX with their supervisors are more likely to contribute to co-workers (OCB-I) which in turn predicts enhanced team work performance.

Suggested Citation

  • Mine M. AFACAN FINDIKLI, 2015. "Exploring the Consequences of Work Engagement: Relations Among OCB-I, LMX and Team Work Performance," Ege Academic Review, Ege University Faculty of Economics and Administrative Sciences, vol. 15(2), pages 229-238.
    • Handle: RePEc:ege:journl:v:15:y:2015:i:2:p:229-238
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    References listed on IDEAS

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    1. Macey, William H. & Schneider, Benjamin, 2008. "Engaged in Engagement: We Are Delighted We Did It," Industrial and Organizational Psychology, Cambridge University Press, vol. 1(1), pages 76-83, March.
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    Cited by:

    1. Zuleima Santalla-Banderali & Jesús M. Alvarado, 2022. "Incidence of Leader–Member Exchange Quality, Communication Satisfaction, and Employee Work Engagement on Self-Evaluated Work Performance," IJERPH, MDPI, vol. 19(14), pages 1-22, July.

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