The Moderating Role of Work Engagement in the Relationship of Attention Deficit Hyperactivity Disorder with Employees’ Outcomes

Abstract

The present study states that work engagement acts as a moderator between the relationship of employees’ attention deficit hyperactivity disorder and employees’ outcomes in a way that this negative relationship will be weak when work engagement is high. The study has been supported by, validates, and stresses the attentional control theory. Primary data has been collected to conduct the study. The population of the study is comprised of employees from different public and private institutes of Islamabad, Rawalpindi, and Wah-Cantt (cities of Pakistan), while different banking, manufacturing, education, and service sectors (office work) have been covered. 259 questionnaires out of 300 have been collected back due to non-response issues. The study variables i.e., employees’ ADHD, work engagement, in-role performance, organizational citizenship behavior, and job satisfaction have been measured through a self-report questionnaire. ADHD has been measured by an 18-items adult ADHD self-report scale (ASRS-v1.1) symptom checklist by Adler, Kessler, and Spencer (2003). The data has been analyzed through regression and moderation analyses. Each one of the nine hypotheses of the study has been supported. The study concluded in the realization that when work engagement of employees with attention deficit hyperactivity disorder increases by providing them with certain additional resources, it weakens the negative relationship between employees’ attention deficit hyperactivity disorder and employees’ outcomes.