What Do We Really Know About Employee Engagement

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Exploring the Job Demands–Resources Model of Work Engagement in Government: Bringing in a Psychological Perspective (2017, background): “Instead of treating all job resources in the work engagement theory equally, it might be worthwhile to create classes of job resources and analyze if these classes vary in their importance for facilitating work engagement (Bakker & Leiter, 2010; Saks & Gruman, 2014).”
The potential role of mindsets in unleashing employee engagement (2015, neutral): “Perhaps the most widely applied framework for studying engagement is the job demands–resources (JD-R) model (Bakker & Demerouti, 2007; Bakker, Demerouti, & Verbeke, 2004; cf. Saks & Gruman, 2014).”
The effects of leadership satisfaction on employee engagement, loyalty, and retention in the hospitality industry (2019, background): “It is believed that leadership is an antecedent of employee engagement (Christian, Garza, & Slaughter, 2011; Saks & Gruman, 2014) due to the amount of influence that a leader has on how employees perceive their work.”
The Relationship Between Work Engagement and Organizational Commitment: Proposing Research Agendas Through a Review of Empirical Literature (2017, methodology): “Among these methods, the Utrecht Work Engagement Scale (UWES) has been considered the most popular (Rich et al., 2010; Saks & Gruman, 2014).”