Work Engagement: Testing and Extending Job Demands-Resources Theory with Religiosity, Training and Development, and Supervisor Support; Implications for Human Resource Management Practices

Work engagement continues to capture attention amongst academics and practitioners alike and is perceived to be a mechanism by which it is possible to achieve desirable outcomes for both employees and organisations. However, the role that religiosity plays in enhancing work engagement is often neglected in the existing literature; something the current research aims to address. The current study contributes to this important gap by demonstrating the role that religiosity plays in facilitating work engagement. Theoretically underpinned by job demands-resources theory, the main aim of the current study is to examine the role of religiosity on work engagement, and in doing so examine the effect of training and development and supervisor support in enhancing engagement levels. It also investigates the association between work engagement and the outcome variables namely affective commitment and turnover intention. In addition, this thesis aims to investigate the moderating role of workload on the association between the independent variables (i.e. religiosity, training and development, and supervisor support), and work engagement. A related aim is to examine work engagement as a mediator on the relationship between the predictors and the outcomes.