Creativity and charisma among female leaders: the role of resources and work engagement

By Arnold B. Bakker, Despoina Xanthopoulou. 2013

281 citations recorded by the source corpus.

Subfields: Experimental and Cognitive Psychology, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/30b401ce1514d7c2083a76952281a72a595c3a80

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In Experimental and Cognitive Psychology

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Green inclusive leadership and green creativity in the tourism and hospitality sector: serial mediation of green psychological climate and work engagement (2021, background): “It follows, therefore, that employees high in work engagement will be motivated to invest their energy and skills in performing work-related tasks creatively (Bakker & Xanthopoulou, 2013).”
The longitudinal impact of a job crafting intervention (2017, background): “A study by Bakker and Xanthopoulou (2013) revealed that resilience and self-efficacy are important personal resources in the educational field.”
Burnout and Work Engagement: The JD–R Approach (2014, unknown): “Indeed, Bakker & Xanthopoulou (2013) found that female school principals with higher levels of work engagement were rated by their teachers as more creative.”
What Is a Resource: Toward a Taxonomy of Resources for Employee Engagement (2020, background): “Bakker and Xanthopoulou (2013) defined job resources as “those characteristics of the job that have the potential to”
On the Relation of Job Insecurity, Job Autonomy, Innovative Work Behaviour and the Mediating Effect of Work Engagement (2014, unknown): “…positive organizational outcomes in terms of productive employee behaviour (Salanova, Agut & Peiro, 2005; Bakker & Demerouti, 2008) and was found to be an important mediating variable in the relation between job characteristics and employee outcomes (Saks, 2006; Bakker & Xanthopoulou, 2013).”
Job crafting and extra-role behavior: The role of work engagement and flourishing (2015, background): “Whereas work engagement per definition represents the willingness to dedicate resources to work and is actionoriented (Bakker & Xanthopoulou, 2013; Christian et al., 2011; Demerouti & Cropanzano, 2010), flourishing largely connotes feeling good and doing good.”
The Job Demands-Resources Model (2015, unknown): “…et al., 2007), psychological capital (PsyCap: self‐efficacy, optimism, hope, and resilience; Vink, Ouweneel, & Le Blanc, 2011), creativity (Bakker & Xanthopoulou, 2013), and psychological need fulfillment (for competence, affiliation, and autonomy; Van den Broeck et al., 2008) as…”