The influence of nonwork resources, nonwork demands and external support on work engagement and productivity: A moderated mediation model

Abstract

Orientation: Working from home eliminated the work–nonwork divide. The lives of employees at home were instantaneously connected to their engagement and productivity at work. The mechanisms and pathways through which an individual’s access to and management of nonwork resources and demands influence behaviours and outcomes at work have been scantily investigated.Research purpose: Hinged primarily on the conservation of resources theory, the study examined the influence of the external support, nonwork demands and resources on work engagement and employee productivity.Motivation for the study: Understanding how work–nonwork resources and demands interact(ed) to shape behaviour and outcomes in the work domain could shape cross-domain resource conservation and enhancement efforts.Research approach/design and method: Data were collected from a convenient sample of 185 nongovernmental organisation employees using a standard questionnaire. Structural models, with bootstrapping, were used to evaluate the hypothesised moderating and mediating effects.Main findings: Nonwork resources were positively associated with work engagement. External support moderated the negative relationship between nonwork demands and work engagement. Work engagement mediated the effects of nonwork resources and nonwork demands on employee productivity.Practical/managerial implications: Organizational leaders should appreciate the ecological conditions within which work and nonwork resources are generated and expended. This has implications on desirable, value creating workplace behaviours and related outcomes.Contribution/value-add: The study further exposed the interdependence of the work and non-work domains. Workplaces that enrich both domains will likely enjoy sustained value generation.