Author's Name:	Shiyi Zhou, Zhihui Qi, Shu Da & Xichao Zhang
Subject Area:	Social Science and Humanities
Subject	Psychology
Section	Research Paper

Acceptance, Negative Affect, Work Engagement, Job Demands–Resources Model, Affective Event Theory

For the past few years, researchers have paid a great deal of attention to antecedent variables of work engagement, such as job characteristics, organizational support, core self-identity, and self-efficacy, and empirical studies of acceptance have been rather rare and incomplete. Based on the job demands–resources model and affective event theory, the present study’s authors aimed to examine the role of affect in the link between acceptance and work engagement. A cross-sectional study was carried out, using a valid sample of 337 full-time Chinese employees. Pearson correlation analysis and structural equation modelling were used to examine the relationships between acceptance, negative affect, positive affect, and work engagement in full-time employees. Results suggested that acceptance was negatively associated with negative affect and was positively related to both positive affect and work engagement. Furthermore, negative affect mediated the effect of acceptance on work engagement. In conclusion, this study determined that acceptance contains affective, resource-conserving, and motivational benefits for work engagement.