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For an organization to become sustainable, it is essential to keep employees engaged in their jobs with enthusiasm. Thus, this study presents and tests an integrative model of job engagement. Based on Kahn’s model, we adopted person–job fit (P–J fit), psychological contract fulfillment, and self-efficacy as the antecedents of job engagement, verified how these antecedents affect job engagement, and examined how they influence voice behavior. Data were collected from 189 subordinate–supervisor dyads from public corporations and private enterprises in South Korea. The results of the analysis suggested that all antecedents have positive relationships with job engagement. We also found that job engagement is positively related to employees’ voice behavior, and fully mediates the relationships between the antecedents and voice behavior. Moreover, our findings suggested that perceived coworker support moderates the relationship between job engagement and voice behavior.

Building a Thriving Organization: The Antecedents of Job Engagement and Their Impact on Voice Behavior