D'mello, Deepali and Russell, Emma (2018) Does personality influence the relationship between challenge and hindrance demands and work engagement levels? In: 9th Annual Faculty of Business Research Conference: Contemporary Issues in Business; 04 Jun 2018, Kingston upon Thames, U.K.. (Unpublished)

Abstract

The overall purpose of the study among 122 UK working individuals was to examine whether challenge and hindrance demands impact overall work engagement levels and if different personality traits increase or decrease the levels of work engagement when faced with these demands. This study aims to re-validate that past research by examining if challenge demands will have a positive relationship with work engagement and hindrance demands will be negative relationship with work engagement. Furthermore, it extends the understanding of the framework by adding a new line of research which aims to examine if extraversion and conscientiousness personality traits will increase overall work engagement levels when faced with challenge demands and neuroticism will decrease overall work engagement levels when faced with hindrance demands. Moderated multiple regression was carried out to test the hypotheses. Results showed that challenge demands were indeed positively related to overall work engagement, however while hindrance demands were negatively related, the findings were not significant. Moreover the interaction of demands and personality traits did not impact overall work engagement levels as hypothesised. Taken together, the findings only partially supported the two dimensional framework of challenge and hindrance demands. The interaction of challenge and hindrance demands and personality did not influence work engagement levels. Considering past research has not explored personality as a moderator in the relationship between challenge and hindrance demands and work engagement, this study has contributed a new line of research in this field. Future studies should consider narrower facets of personality and homogeneous occupational settings to understand the relevance of demands in those particular settings, considering demands may not be the same for all occupations and individuals.

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