| Summary: | 碩士 === 國立成功大學 === 企業管理學系 === 106 === Many researchers have verified the Job Demand–Resources Model since it was proposed. Base on the theory, the purpose of the study is to explore: (1) The relationship between Job resources and work engagement. (2) The relationship between personal resources and work engagement. (3) The relationship between job resources, personal resources, and extra-role behavior. (4) The mediating role of work engagement between job resources, personal resources, and extra-role behavior. The independent variables are coworker support, LMX, and perceived organizational support, the dependent variables are helping behavior and voice behavior, and the mediating variable is work engagement. The research method used was structural equation modeling to analyze the results of the questionnaire, given to people with formal work experience more than one year. A total of 664 questionnaires were issued online, and 587 questionnaires were valid. The percentage was 88.4%. Base on the results, we concluded that: (1) Employees’ job resources has a significantly positive effect on work engagement separately. (2) Employees’ personal resource has a significantly positive effect on work engagement. (3) Employees’ coworker support and psychological capital has a significantly positive effect on helping behavior and voice behavior separately. (4) Employees’ work engagement has a significantly mediated effect between job resources, personal resources, and extra-role behavior.
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