Psychological Capital and Work Engagement: The Moderating Role of Age Diversity

Work engagement to private sector workers during the Covid-19 pandemic has been stationary or experienced a decline. One of the antecedents of work engagement is personal resources construct. One derives personal resources construct is psychological capital based on the Job Demand Resources (JD- R)...

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Autores principales:	Alice S.M. Gleichmann, Arum Etikariena
Formato:	article
Lenguaje:	EN ID
Publicado:	Universitas Indraprasta PGRI 2021
Materias:	Psychology BF1-990
Acceso en línea:	https://doaj.org/article/f90f1d3545b446099fbf80c8aff7453a
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spelling	oai:doaj.org-article:f90f1d3545b446099fbf80c8aff7453a2021-11-10T02:40:45ZPsychological Capital and Work Engagement: The Moderating Role of Age Diversity2656-10692656-845410.26539/pcr.32709https://doaj.org/article/f90f1d3545b446099fbf80c8aff7453a2021-09-01T00:00:00Zhttps://journal.unindra.ac.id/index.php/pcr/article/view/709https://doaj.org/toc/2656-1069https://doaj.org/toc/2656-8454Work engagement to private sector workers during the Covid-19 pandemic has been stationary or experienced a decline. One of the antecedents of work engagement is personal resources construct. One derives personal resources construct is psychological capital based on the Job Demand Resources (JD- R) model. This research aims to prove the moderating role of age diversity to private sector workers in connection between psychological capital and work engagement referring to the theory of “Conservation of Resource” (COR). This research involves 127 Jabodetabek employees that works in private sectors. The measuring instrument used is Utrecht Work Engagement scale (UWES)-9, Psychological Capital Questionaire (PCQ-24) and age diversity that is categorized in 4 groups. The result of the research shows that there is a significant positive connection between psychological capital and work engagement of private sector employees. In other side, age diversity does not have a moderation effect, there is insignificant interaction effect between psychological capital and age diversity to work engagement, who the majority of participants in this study have already led to the stage of maintaining (age 41- 60 years old). With regard to the second most participants entering the advancement stage (ages 27–40 years old). In addition, this research proves employee who has high psychological capital; resulting in an increase of work engagementAlice S.M. GleichmannArum EtikarienaUniversitas Indraprasta PGRIarticlePsychologyBF1-990ENIDPsychocentrum Review, Vol 3, Iss 2, Pp 128-140 (2021)
institution	DOAJ
collection	DOAJ
language	EN ID
topic	Psychology BF1-990
spellingShingle	Psychology BF1-990 Alice S.M. Gleichmann Arum Etikariena Psychological Capital and Work Engagement: The Moderating Role of Age Diversity
description	Work engagement to private sector workers during the Covid-19 pandemic has been stationary or experienced a decline. One of the antecedents of work engagement is personal resources construct. One derives personal resources construct is psychological capital based on the Job Demand Resources (JD- R) model. This research aims to prove the moderating role of age diversity to private sector workers in connection between psychological capital and work engagement referring to the theory of “Conservation of Resource” (COR). This research involves 127 Jabodetabek employees that works in private sectors. The measuring instrument used is Utrecht Work Engagement scale (UWES)-9, Psychological Capital Questionaire (PCQ-24) and age diversity that is categorized in 4 groups. The result of the research shows that there is a significant positive connection between psychological capital and work engagement of private sector employees. In other side, age diversity does not have a moderation effect, there is insignificant interaction effect between psychological capital and age diversity to work engagement, who the majority of participants in this study have already led to the stage of maintaining (age 41- 60 years old). With regard to the second most participants entering the advancement stage (ages 27–40 years old). In addition, this research proves employee who has high psychological capital; resulting in an increase of work engagement
format	article
author	Alice S.M. Gleichmann Arum Etikariena
author_facet	Alice S.M. Gleichmann Arum Etikariena
author_sort	Alice S.M. Gleichmann
title	Psychological Capital and Work Engagement: The Moderating Role of Age Diversity
title_short	Psychological Capital and Work Engagement: The Moderating Role of Age Diversity
title_full	Psychological Capital and Work Engagement: The Moderating Role of Age Diversity
title_fullStr	Psychological Capital and Work Engagement: The Moderating Role of Age Diversity
title_full_unstemmed	Psychological Capital and Work Engagement: The Moderating Role of Age Diversity
title_sort	psychological capital and work engagement: the moderating role of age diversity
publisher	Universitas Indraprasta PGRI
publishDate	2021
url	https://doaj.org/article/f90f1d3545b446099fbf80c8aff7453a
work_keys_str_mv	AT alicesmgleichmann psychologicalcapitalandworkengagementthemoderatingroleofagediversity AT arumetikariena psychologicalcapitalandworkengagementthemoderatingroleofagediversity
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Psychological Capital and Work Engagement: The Moderating Role of Age Diversity

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