For Fun, Love, or Money: What Drives Workaholic, Engaged, and Burned‐Out Employees at Work?

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Do Teacher Status, Gender, and Years of Teaching Experience Impact Job Satisfaction and Work Engagement? (2020, background): “Van Beek et al. (2012) viewed work engagement as work-related satisfaction, passion for the job, high level of persistence, active involvement, and being deeply engulfed with what individuals do.”
Extrinsic and intrinsic motivation on work engagement in the hospitality industry: Test of motivation crowding theory (2017, background): “However, studies have also shown that highly motivated employees tend to have high levels of commitment, productivity, and performance (Georgellis et al., 2011) and they tend to engage more at work (Van Beek et al., 2012).”
Workaholism and work engagement: how are they similar? How are they different? A systematic review and meta-analysis (2019, neutral): “A relatively larger group of studies has shown positive correlations (e.g., Birkeland & Buch, 2015; Caesens, Stinglhamber, & Luypaert, 2014; Sandrin & Gillet, 2016; Shimazu, Schaufeli, Kamiyama, & Kawakami, 2015; Upadyaya, Vartiainen, & Salmela-Aro, 2016; van Beek et al., 2012).”
The dualistic model of passion for work: Discriminate and predictive validity with work engagement and workaholism (2015, background): “The scale consists of two subscales, excess and compulsion, but the two scales are traditionally highly correlated and is often combined into one dimension (e.g. del Líbano et al., 2010; van Beek et al., 2012).”