Publication Date

Summer 2025

Degree Type

Thesis

Degree Name

Master of Science (MS)

Department

Psychology

Advisor

Megumi Hosoda; Howard Tokunaga; Patrick Mason

Abstract

The coronavirus pandemic decreased work engagement globally due to increased hindrance demands. Many organizations were motivated to increase work engagement, which is positively correlated with beneficial organizational outcomes. The intention of this study is to examine if personal resources like resilience moderate the relationship between hindrance demands and work engagement. Hindrance demands are refined from job demands and hindrance stressors, which are stressors that impede progress in employees. Resilience is a personal resource correlated with pro-social behavior, internal locus of control, and higher levels of empathy. Resilience as a personal resource has mainly been studied as a predictor of work engagement, not as a moderator of the relationship between job demands and work engagement. The study was conducted with through an online survey with 90 participants. The results showed resilience did not moderate the relationship between hindrance demands and work engagement. However, results showed that hindrance demands were negatively associated with work engagement, while resilience had a positive relationship with work engagement. Organizations can boost work engagement by investing in resilience-based interventions to boost resilience in employees and reducing hindrance demands.

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