A positivist approach to work engagement: moderating effects of perceived organizational support

Using a measure based on a positivist theory of work engagement, the cognitive, emotional, and physical facets of work engagement were tested in relation to (1) a set of work, social, and personality variables, i.e., person–organization fit, organizational socialization, work centrality, job insecurity, and conscientiousness; (2) two hypothesized effects, i.e., regarding subjective career success and self‐actualization; and (3) perceived organizational support as a moderator. Regressions of questionnaire data revealed that cognitive work engagement is the main predictor of work centrality, organizational understanding is the main predictor of emotional work engagement, and person–organization fit is the main predictor of physical work engagement. Structural equation modeling (SEM) tests demonstrated that emotional work engagement predicted both subjective career success and self‐actualization, whereas physical work engagement predicted subjective career success. In addition, perceived organizational support moderated cognitive and physical work engagement to increase subjective career success, and moderated emotional work engagement to increase self‐actualization. Implications for management are discussed.