Resources and time pressure as day-level antecedents of work engagement

By Jana Kühnel, Sabine Sonnentag, Ronald Bledow. 2012

214 citations recorded by the source corpus.

Subfields: Cognitive Neuroscience, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/42bbefc0b5d99c93560a2fef242efb18e4c61904

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In Cognitive Neuroscience

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Citations in the corpus

A Critical Review of the Job Demands-Resources Model: Implications for Improving Work and Health (2014, background): “Relevant to this issue, Kühnel, Sonnentag, and Bledow ( 2012 ) showed that dayspecifi c job resources (positive psychological climate and job control) and personal resources (being recovered in the morning) promoted work engagement over the course of one working week.”
Perceptions of organizational politics and hotel employee outcomes: The mediating role of work engagement (2013, result): “The results of a recent study demonstrated that time pressure on a specific day enhanced work engagement for employees who had high job control on that day (Kuhnel et al., 2011).”
Take a break! Benefits of sleep and short breaks for daily work engagement (2017, background): “Previous research has shown that these job characteristics show meaningful within-person variability that is related to daily work engagement (Kühnel et al., 2012).”
Regulatory job stressors and their within-person relationships with ego depletion: The roles of state anxiety, self-control effort, and job autonomy. (2016, background): “Moreover, Kühnel et al. (2012) revealed that job autonomy exhibits meaningful fluctuations within persons.”
Time Pressure Promotes Work Engagement Test of Illegitimate Tasks as Boundary Condition (2015, background): “Similarly, time pressure is less stable over time (Fay & Sonnentag, 2002), but has also been shown to vary dynamically (Kühnel et al., 2012; Teuchmann et al., 1999).”
What Is a Resource: Toward a Taxonomy of Resources for Employee Engagement (2020, background): “Personal energy (Kühnel et al., 2012) and work ability (Airila et al.”
Corporate Social Responsibility, Employee–Company Identification, and Organizational Commitment: Mediation by Employee Engagement (2015, unknown): “Researchers have also found EE sensitive to context (Kühnel et al. 2012; Rich et al. 2010; Wollard and Shuck 2011) and have invigorated need for more empirical studies in order to address the generalizability issues.”
Getting to the “COR” (2014, background): “While such techniques could be used to test several different research questions related to COR theory, they may be especially well suited for studies of resource fluctuation (Kuhnel et al., 2012) and studies of how key resources affect allocation of resources (Kammeyer-Mueller, Judge, & Scott, 2009”