Meaningfulness, Commitment, and Engagement:The Intersection of a Deeper Level of Intrinsic Motivation

By N. Chalofsky, V. Krishna. 2009

415 citations recorded by the source corpus.

Subfields: Demography, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/221315827275142cd0fde48764175796b77a6a35

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In Demography

In Organizational Behavior and Human Resource Management

Citations in the corpus

Work engagement as a mediator between employee attitudes and outcomes (2013, background): “The meaning of work has been continuously changing in the past decade, and employees increasingly seek jobs that are interesting and fulfilling (Chalofsky and Krishna 2009).”
Meaningful work, work engagement and organisational commitment (2014, background): “Meaning, engagement and commitment are crucial for optimal workplace functioning, and emphasise the role of work as a motivator (Chalofsky & Krishna, 2009).”
Happiness, work engagement and organisational commitment of support staff at a tertiary education institution in South Africa (2011, background): “This supports the findings of the present study that work engagement has high predictive value for affective organisational commitment (Chalofsky & Krishna, 2009; Rothmann & Jordaan, 2006).”
Work engagement, psychological contract breach and job satisfaction (2014, background): “Employees are increasingly looking for jobs which are interesting, fulfilling, flexible, offer continuous learning and give a sense of accomplishment (Chalofsky 2003; Chalofsky and Krishna 2009), though not all types of employees value the same things (Kinnie, Hutchinson, Purcell, Rayton and Swart 2”
Meaningful Work, Employee Engagement, and Other Key Employee Outcomes (2011, background): “In general, a growing number of researchers have situated the concept of meaningful work within the context of engagement (e.g., Chalofsky & Krishna, 2009; Stringer, 2008).”
The Employee Engagement Landscape and HRD (2011, background): “In 2008, the first publications began appearing in academy-sponsored conference proceedings (e.g., see Berry & Morris, 2008; Shuck & Albornoz, 2008) and in 2009 the first article containing use of the term employee engagement appeared in an AHRD–sponsored journal (Chalofsky & Krishna, 2009).”
Extrinsic and intrinsic motivation on work engagement in the hospitality industry: Test of motivation crowding theory (2017, result): “As a result, as mentioned in previous studies (Amabile, 1993; Chalofsky and Krishna, 2009; Herzberg, 1968), job factors that were not challenging and meaningful could reduce employees’ motivation to perform better and to engage more at work.”
The Impact of Employee Engagement on Job Performance and Organisational Commitment in the Egyptian Banking Sector (2015, background): “Employee commitment and engagement have developed as a vital constructs in the organisational research on account of their positive relation with employees' behaviours, which promote organisational retention as well as performance [24].”
Emotions and salesperson propensity to leave: The effects of emotional intelligence and resilience (2015, background): “Both job satisfaction and job engagement are predictors of organizational commitment (Chalofsky & Krishna, 2009; Fu, Deshpande, & Zhao, 2011).”