The construct validity of vigor and its antecedents: A qualitative study

By Ofira Shraga, A. Shirom. 2009

122 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/154b0a3194d2e1d2cefa35ae43a6f44a848d124a

How researchers see this paper

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

In Clinical Psychology

1. Michael S. Cole
2. E. Vigoda-Gadot
3. Paul D. Johnson
4. Debra L. Nelson
5. Yehuda Baruch
6. Laura M. Little
7. B. Vogel
8. A. Shirom

In Organizational Behavior and Human Resource Management

1. Heike Bruch
2. B. Vogel
3. Laura M. Little
4. Debra L. Nelson
5. Yehuda Baruch
6. J. Craig Wallace
7. Paul D. Johnson
8. E. Vigoda-Gadot

In Social Psychology

1. Heike Bruch
2. B. Vogel
3. E. Vigoda-Gadot
4. Paul D. Johnson
5. Debra L. Nelson
6. Yehuda Baruch
7. Laura M. Little
8. J. Craig Wallace

Citations in the corpus

• Career attitudes and success of managers: the impact of chance event, protean, and traditional careers (2012, background): “It goes in line with field observations that successful managers are vital in work and act usually with stamina, enthusiasm, and energy (Bakker and Demerouti 2008; Shraga and Shirom 2009).”
• Integrating attachment style, vigor at work, and extra‐role performance (2011, background): “Cognitive liveliness refers to feeling mentally agile (Shraga & Shirom, 2009).”
• Vigor as a Positive Affect at Work: Conceptualizing Vigor, Its Relations with Related Constructs, and Its Antecedents and Consequences (2011, background): “There are indications that reward practices in organizations, including practices such as providing positive feedback following achievements, could lead to employees feeling vigorous (Shraga & Shirom, 2009).”
• Energy at work: A measurement validation and linkage to unit effectiveness. (2012, background): “We also note that our approach is not at odds with the energy‐as‐affect view; rather, it both incorporates the affective dimension and extends it by considering the two additional energy domains (viz., cognitive and behavioral) identified in the literature (e.g., Shraga & Shirom, 2009).”
• Its the little things that matter: an examination of knowledge workers energy management (2011, unknown): “Accordingly, Shraga and Shirom (2009) found that warm interactions with others including one’s supervisor were related to more vigor at work.”