Effects of competitive climate on work engagement, adaptability, and performance: A multilevel analysis

Shu-Ling Chen and Ya-Jen Cheng
Department of Business Administration, National Don Hwa University

Abstract: Competition in the workplace is a universal argument. This research build on previous research on aiming to straighten out that competitive climate belonged to which kind of job demands and the further effects on the levels of outcomes. This research tested the proposition that employees who are dynamically stimulated to procedure their personal resource with their job resources on the job would be better deal with competitive climate as job demands. Based on job demands-resources (JD-R) theory, this research hypothesized that job resources and personal resource (psychological capital) can protect the impact of job demands (competitive climate) on the outcomes related with works. The sample of this research consisted of 548 service employees from 92 teams (response rate = 83.03%) in 45 organizations. Results of multilevel analyses (HLM3) indicated that work engagement would mediate the three-way interactive effects of competitive climate as a job demand, job resource and personal resource (psychological capital) on the outcomes (adaptability, and performance). Finally, this research provided original theoretical and empirical visions into competitive climate as job demand, job resources, and personal resources.

Keywords: competition, engagement, multilevel, JD-R, HLM.