Abstract
M.A. (Industrial Psychology)
The present research sought to determine whether an individual’s job level moderated the relationship between psychological availability and work engagement. Participants consisted of 742 employees all of which were in leadership positions (high leadership=16.7%, middle leadership=30.5%, little to no leadership=48.8%), working across various financial and public sectors in Gauteng, South Africa. Cross sectional survey data were collected by utilising the Utrecht Work Engagement Scale (UWES) and the psychological availability dimension from the Psychological Conditions Scale(PCS). Correlational analysis and moderated multiple regression analysis were run to test the hypotheses and address the research question on the relationship between job levels, psychological availability and work engagement. Psychological availability was found to be a predictor of work engagement. Correlations were found between job levels and work engagement as well as between job levels and psychological availability. However, job levels did not significantly moderate the relationship between psychological availability and work engagement. The relationship of psychological availability on work engagement was consequently important for all employees across the spectrum.