What if Employees Brought Their Life to Work? The Relation of Life Satisfaction and Work Engagement

Pedro Ferreira, Carla Gabriel, Sílvia Faria, Pedro Rodrigues and Manuel Sousa Pereira
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Pedro Ferreira: Department of Economics and Management, University Portucalense, 4200-072 Porto, Portugal
Carla Gabriel: Higher InstituteMiguel Torga, 3000-132 Coimbra, Portugal
Sílvia Faria: Department of Economics and Management, University Portucalense, 4200-072 Porto, Portugal
Pedro Rodrigues: Department of Economics and Management, University Lusíada-North, 4369-006 Porto, Portugal
Manuel Sousa Pereira: Polytechnic Institute of Viana do Castelo, 4900-347 Viana do Castelo, Portugal

Sustainability, 2020, vol. 12, issue 7, 1-12

Abstract: Previous research on work engagement has sought to understand the drivers, as well as the consequences, of engaging people at work. The drivers of engagement have been found mainly within the work domain. However, working life is not detached from personal life, which has been demonstrated by research on work-life balance. The goal of this research is to understand the relation between life satisfaction and work engagement. Data were collected from a sample of 571 employees from major Portuguese companies using a questionnaire. The results confirmed the constructs used, and the regression model showed that life satisfaction is related to work engagement. The main conclusion was that work engagement can be explained by factors external to the organization, which are an integral part of employees’ lives. Being a psychological and emotional state, work engagement can be related to other aspects of employees’ lives besides their organizational and job roles.

Keywords: work engagement; life satisfaction; employee wellbeing; Utrecht Work Engagement Scale (search for similar items in EconPapers)
JEL-codes: O13 Q Q0 Q2 Q3 Q5 Q56 (search for similar items in EconPapers)
Date: 2020
References: View references in EconPapers View complete reference list from CitEc
Citations: View citations in EconPapers (2)

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