Journal Article10.1080/02678370802393649
Work engagement: An emerging concept in occupational health psychology
2.3K
TL;DR: The emerging concept of work engagement is introduced: a positive, fulfilling, affective-motivational state of work-related well-being that is characterized by vigour, dedication, and absorption.
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Abstract: This position paper introduces the emerging concept of work engagement: a positive, fulfilling, affective-motivational state of work-related well-being that is characterized by vigour, dedication, and absorption. Although there are different views of work engagement, most scholars agree that engaged employees have high levels of energy and identify strongly with their work. The most often used instrument to measure engagement is the Utrecht Work Engagement Scale, a self-report instrument that has been validated in many countries across the world. Research on engagement has investigated how engagement differs from related concepts (e.g., workaholism, organizational commitment), and has focused on the most important predictors of work engagement. These studies have revealed that engagement is a unique concept that is best predicted by job resources (e.g., autonomy, supervisory coaching, performance feedback) and personal resources (e.g., optimism, self-efficacy, self-esteem). Moreover, the first studies have shown that work engagement is predictive of job performance and client satisfaction. The paper closes with an account of what we do not know about work engagement, and offers a brief research agenda for future work.
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Citations
Work Engagement : A Handbook of Essential Theory and Research
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Burnout and Work Engagement: The JD–R Approach
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Intrinsic motivation and extrinsic incentives jointly predict performance: A 40-year meta-analysis.
TL;DR: Findings from school, work, and physical domains and meta-analysis indicate that intrinsic motivation is a medium to strong predictor of performance, and incentive salience influenced the predictive validity of intrinsic motivation for performance.
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Defining and measuring work engagement: Bringing clarity to the concept
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TL;DR: The most comprehensive search of the PsycINFO search revealed one hundred publications with either "employee engagement" or "work engagement" in the title or in the abstract as mentioned in this paper.
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References
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Edward L. Deci,Richard M. Ryan +1 more
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TL;DR: This chapter discusses the development of Causality Orientations Theory, a theory of personality Influences on Motivation, and its application in information-Processing Theories.
29.1K
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TL;DR: The authors outline a framework for a science of positive psychology, point to gaps in the authors' knowledge, and predict that the next century will see a science and profession that will come to understand and build the factors that allow individuals, communities, and societies to flourish.
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The job demands-resources model : state of the art
TL;DR: In this paper, the authors give a state-of-the-art overview of the job demands resources (JD•R) model and discuss the strengths and weaknesses of the demand control model and the effort reward imbalance model regarding their predictive value for employee well being.
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The Measurement of Engagement and Burnout: A Two Sample Confirmatory Factor Analytic Approach
TL;DR: In this article, the authors examined the factorial structure of a new instrument to measure engagement, the hypothesized 'opposite' of burnout in a sample of university students (N=314) and employees (N = 619).