Work engagement: Further reflections on the state of play

By Arnold B. Bakker, Simon Albrecht, Michael Leiter. 2011

314 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/164cb105333d6620f03e1f55d20d1cd6302c81cc

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In Organizational Behavior and Human Resource Management

In Social Psychology

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Citations in the corpus

Demands or resources? The relationship between HR practices, employee engagement and emotional exhaustion within a hybrid model of employment relations (2016, background): “Third, our study responded to calls for more attention to be paid to the external and internal context in regard to understanding both HR practices and engagement (Bakker et al., 2011; Jenkins & Delbridge, 2013; Paauwe, 2009).”
Work engagement, job design and the role of the social context at work: Exploring antecedents from a relational perspective (2013, background): “Bakker et al. (2011) argue that engaged employees strive for congruence with their work environment in terms of needs and abilities, and work is experienced as more meaningful when it involves the pursuit of valued goals (Ryff and Singer, 1998).”
The effects of work motivation on employee exhaustion and commitment: An extension of the JD-R model (2012, background): “In order to attract and retain competent, qualified employees, today's organizations increasingly need to create work conditions that promote and sustain employee motivation and well-being (Bakker, Albrecht, & Leiter, 2011 ; Ployhart, 2006 ).”
Direct and Contextual Influence of Team Conflict on Team Resources, Team Work Engagement, and Team Performance (2015, background): “Indeed, Bakker, Albrecht, and Leiter (2011) mention that organizations can have a climate for engagement, that is, a context in which is highly likely to increase individuals’ work engagement levels.”
The relationship between perceived training and development and employee retention: the mediating role of work attitudes (2018, background): “In line with Bakker et al (2011) and Schaufeli (2013) we position emotional exhaustion within the unpleasant, deactivated quadrant; job satisfaction within the pleasant, deactivated quadrant; and employee engagement within the pleasant, activated quadrant.”
Does work engagement increase person–job fit? The role of job crafting and job insecurity (2014, background): “J fit as dependent variables, which should enrich the existing work engagement literature (Bakker et al., 2011).”
Do new ways of working increase work engagement (2018, background): “Several studies show that transformational leadership is positively related to work engagement (e.g. Bakker et al., 2011; Bailey et al., 2017).”
Management of innovation: role of psychological empowerment, work engagement and turnover intention in the Indian context (2012, background): “Bakker, Albrecht and Leiter ( 2011a ) in their position paper on work engagement reflect on the state of play regarding work engagement.”