earticle

영어

This study examined how employee job engagement would mediate the relationship between employee person-job fit and coworker job engagement and how coworker exchange would moderate the relationship between employee and coworker job engagement. Hypothesis 1: An employee's person-job fit will be positively related to his or her coworker's job engagement. Hypothesis 2: An employee's person-job fit will be positively related to his or her own job engagement. Hypothesis 3: An employee's job engagement will be positively related to his or her coworker's job engagement. Hypothesis 4: An employee's job engagement will mediate the positive relationship between his or her own and a coworrker's job engagement. Hypothesis 5: As an employee's coworker exchange is higher, the positive relationship between his or her own and a coworker's job engagement will be strengthened. Data were collected from 114 Chinese employee dyads working in private and public companies/organizations located at the mainland China. The study results revealed that employees' person-job fit was positively related to their own job engagement level. In turn, this job engagement level was also positively related to those employees' coworker job engagement level. Examining the mediating role of employee job engagement, it was found that the relationship between employee person-job fit and coworker job engagement level was mediated by employee job engagement level. Finally, the moderating role of coworker exchange was also found, as expected, such that, when coworker exchange level was higher, the relationship between employee and coworker job engagement level was weaker. These study results, which supported all the study hypotheses, would help enhance our understanding on the process of job engagement formation and would provide practical implications of how to promote employee job engagement level in Chinese workplaces.