Does a positive gain spiral of resources, efficacy beliefs and engagement exist?

By Susana Llorens, Wilmar B. Schaufeli, Arnold B. Bakker, Marisa Salanova. Computers in Human Behavior, 2007

719 citations recorded by the source corpus.

Subfields: Communication, Information Systems and Management, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/0e180d8e4940509978210b50145ea9d13ce1b279

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Citations in the corpus

Teacher–researcher role conflict and burnout among Chinese university teachers: a job demand-resources model perspective (2019, background): “However, the extant literature on such mitigative effects has primarily focused on individual elements such as self-efficacy (Xanthopoulou et al. 2007) and optimism as well as job characteristics such as autonomy (Fernet et al. 2013) and time control (Llorens et al. 2007).”
What makes employees engaged with their work? The role of self-efficacy and employee’s perceptions of social context over time (2016, background): “Consistent with SCT (Bandura, 2012), selfefficacy activates a motivational process that leads people to approach their job with effort and persistence, also in the face of obstacles and difficulties, and consequently, to be more engaged with their work (Llorens et al., 2007; Salanova et al., 2010, 2”
The Construct Validity of the Utrecht Work Engagement Scale: Multisample and Longitudinal Evidence (2008, methodology): “In a study among Spanish university students, the test-retest correlations were 0.68 for vigor and 0.61 for dedication over a three-week period, when a slightly adapted student version of the vigor and dedication subscales of the UWES-17 were used in a laboratory setting (Llorens et al. 2007).”
Towards a model of work engagement (2008, result): “Conceptually similar results have been found in a Spanish context (Llorens et al., 2007; see also Salanova et al., 2006), suggesting that engagement triggers an upward spiral and leads to higher levels of self-efficacy over time.”
Relationships between occupational self efficacy, human resource development climate, and work engagement (2012, result): “However, it is interesting to note that self efficacy beliefs not only predict, but also follow engagement as is evident in some of the longitudinal studies showing reciprocal relationship between efficacy beliefs and work engagement (Llorens et al., 2007; Xanthopoulou et al., 2007).”
Work engagement: On how to better catch a slippery concept (2011, background): “Furthermore, laboratory studies showed that task engagement is positively related to the individual's task resources (Llorens, Schaufeli, Bakker, & Salanova, 2007 ), and that team-level task engagement is reciprocally related to efficacy beliefs and positive affect at the collective level, thus sug”
Can a self-efficacy-based intervention decrease burnout, increase engagement, and enhance performance? A quasi-experimental study (2011, methodology): “This idea is congruent with the results of a study carried out by Llorens et al. (2007) that suggests there is a positive gain spiral in which efficacy beliefs play a central-mediating role between past and future outcomes by way of engagement.”
A three-wave study of job resources, self-efficacy, and work engagement among Italian schoolteachers (2011, background): “Our findings are consistent with and expand the findings of other crosssectional (Hakanen et al., 2006) and longitudinal studies, which have used two measurement points (Llorens et al., 2007; Xanthopoulou et al., 2009).”