Does Blue-Collars’ Well-Being Always Enhance Job Engagement? The Moderating Influence of Meaningful Work

Abstract

Purpose: Integrating the assumptions of Self-Regulation Theory, the Job Characteristics Model and the Positive Psychology Approach, this empirical study aims to investigate the moderating role of meaningful work in the relationship between well-being and job engagement among blue-collar workers, contributing to an enhanced understanding of the complex interplay between these constructs. Methodology: The research adopted a quantitative research design by utilizing data obtained from blue-collar workers (n:237). The data, collected through an online method using scales with high levels of reliability and validity, was analyzed using Smart PLS 4 and IBM SPSS 26 software. The hypotheses and research model were tested employing the Bootstrapping analysis and structural equation modelling. Findings: The relationship between well-being and job engagement among blue-collar workers is influenced by the level of meaningful work, meaning that high meaningful work corresponds to a positive well-being-job engagement link while low meaningful work alters this relationship by negatively affecting job engagement through well-being. Implications: Managers should adopt a supportive leadership style in the blue-collar work environment to enhance the well-being and job engagement levels of employees. Additionally, blue-collar workers should have diversified tasks to increase their interest in their jobs and the level of meaningfulness associated with their work. Limitations: Limitations include a Turkish-only participant sample, potentially limiting generalization; self-report measures introducing response bias; cross-sectional data hindering causal relationship establishment; and a sole reliance on quantitative methods, omitting qualitative insights.