Model shows control variables influence employee work engagement, suggesting pathways for sustainable practices.
Control variables are factors held constant or accounted for in a study to prevent them from confounding the relationships between independent and dependent variables. This paper extends the Job Demands–Resources (JD–R) theory to clarify the role of control variables in shaping employee work engagement. In this context, general control variables include demographic and temporal factors of respondents and organizations; job-domain control variables pertain to personality and individual differences; personal-domain control variables involve individual characteristics and situational factors; home-domain control variables encompass social and environmental factors; and organizational-domain control variables cover leadership, management, and workplace structure and practices. Based on this framework, the study develops new research propositions to guide future researchers in fostering sustainable employee work engagement.
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