Date of Award

5-1-2024

Language

English

Document Type

Dissertation

Degree Name

Doctor of Philosophy (PhD)

College/School/Department

Department of Psychology

Dissertation/Thesis Chair

Kevin Williams

Committee Members

Mark Muraven, Jason G Randall

Keywords

Appraisals, Burnout, Challenge Demands, Engagement, Job Demands

Subject Categories

Industrial and Organizational Psychology

Abstract

This dissertation sought to provide a more cohesive theoretical basis for the appraisal of challenge demands and demonstrate that engagement manifests through authentic self-expression in addition to the employment of personal energetic resources. Research has substantiated that employees can appraise the same job demands differently. However, the factors influencing the appraisal process has garnered limited focus to this point. Using self-determination theory as a basis, it was hypothesized that employees’ perceptions of challenge demands would be based on the aspirations (i.e., life goals) they valued and the level of autonomy they were afforded in their job. Employees who made greater challenge appraisals were thought to experience greater engagement, and those who made greater hindrance appraisals would experience greater burnout. Results from a survey-based study of 497 full-time employees did not support this overall process. While employees did vary in their appraisals of the challenge demands measured, and the two appraisal types predicted engagement and burnout, neither the relative importance of intrinsic aspirations or autonomy support moderated the relationship between challenge demands and the appraisal types. Further study is needed to understand how job demands are appraised as challenges or hindrances. As a supplementary finding, Kahn’s (1990) theory of engagement, which includes both self-employment and self-expression, was analyzed and supported. This is the first known study to quantitatively test the full factor structure of this engagement theory, and it is recommended that future studies consider implementing measures based on this concept of engagement instead of the burnout-engagement antithesis theory.

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