Employees' orientations, job control and workload : a Future Time Perspective on the role of the preferred self in engagement

Kelleher, Alison Lucy (2024) Employees' orientations, job control and workload : a Future Time Perspective on the role of the preferred self in engagement. PhD thesis, Birkbeck, University of London.

Abstract

This thesis examines person-related factors as one way to explain the preferred self from the needs-satisfaction theory of engagement (Kahn, 1990); and consequently, extend our understanding of the relationship between Job Demands and Resources (JD-R) and engagement. The two studies draw upon the philosophical concepts of eudaimonia and hedonia, the JD-R theory, the Future Time Perspective theory, and Self-Determination Theory. Eudaimonic and hedonic orientations align with present and future focused FTPs, respectively, to explain how employees express their preferred selves; and addresses the inherent time perspective differences in eudaimonic and hedonic processes. To explain engagement, employees’ FTPs also extend our understanding of JD-R antecedents, their task perceptions (psychological meaningfulness and utility value), and their autonomous motivation. In Study 1, employees’ eudaimonic orientations consistently predict their task perceptions, autonomous motivation, and engagement. Higher levels of a future focused FTP strengthen these relationships. Eudaimonic and hedonic orientation’s positive relationships with their associated FTPs are supported using path analysis. These findings consolidate the importance of eudaimonia and support the conceptualisation of employees’ preferred selves. In Study 2, general and momentary levels of job control consistently predict employees’ task perceptions and autonomous motivation. The multilevel path analysis indicates that both levels of workload consistently predict engagement. Employees’ eudaimonic orientations and their future focused FTP strengthened the relationship between job control and general levels of autonomous motivation. Overall, this thesis contributes to the engagement literature by contextualising employees’ preferred selves based on their motivational orientations and FTPs. It establishes the importance of the FTP for motivation, and JD-R antecedents, which includes promoting the effects of job resources. The findings also challenge assumptions on job demands and their relationship with engagement. Employees’ characteristic long-term perspectives sustain their engagement and underpin the expression of their preferred selves, with practical implications for employees’ careers intentions and job design.

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