Testing a dynamic model of the impact of psychological capital on work engagement and job performance

By G. Alessandri, Chiara Consiglio, Fred Luthans, Laura Borgogni. 2018

229 citations recorded by the source corpus.

Subfields: Applied Psychology, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/1321480ad4d3901ca4bc5739ca7ac956feac77a8

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Applied Psychology

1. Simon Albrecht
2. B. Motyka
3. Arnold B. Bakker
4. Wilmar B. Schaufeli
5. Evangelia Demerouti
6. Osman M. Karatepe

In Organizational Behavior and Human Resource Management

1. Simon Albrecht
2. B. Motyka
3. Arnold B. Bakker
4. Wilmar B. Schaufeli
5. Evangelia Demerouti
6. M. Tims
7. Daantje Derks
8. A. Sanz‐Vergel

In Social Psychology

1. Simon Albrecht
2. B. Motyka
3. Arnold B. Bakker
4. Wilmar B. Schaufeli
5. Evangelia Demerouti
6. M. Tims
7. Daantje Derks
8. J. Hakanen

Citations in the corpus

• Employee engagement and performance: a systematic literature review (2018, methodology): “In the case of 13 analyzed studies, the source data had a longitudinal or time-lag structure, which means that the variables had been quantified at least twice over time [Alessandri et al., 2018; Bal and De Lange, 2015; Halbesleben and Wheeler, 2008; Karatepe, 2011; Karatepe and Aga, 2016; Karatepe ”
• Work engagement: current trends (2018, background): “In the second paper, Alessandri et al. (2018) examine whether personal resources or psychological capital (i.e. self-beliefs regarding self-efficacy, optimism, hope, and resilience) can predict work engagement and performance.”