Job engagement in organizations: Fad, fashion, or folderol?
By Andrew J. Wefald, R. Downey. 2009
118 citations recorded by the source corpus.
Subfields: Demography, Organizational Behavior and Human Resource Management
View Paper: https://www.semanticscholar.org/paper/561630f050b3ca43559db563d0e2024688efe63b
How researchers see this paper
The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.
In Demography
In Organizational Behavior and Human Resource Management
- Terence R. Mitchell
- T. W. Lee
- M. Eberly
- Alex L. Rubenstein
- Olawole Fawehinmi
- M. Yusliza
- Adedapo Oluwaseyi Ojo
- Upasna A. Agarwal
Citations in the corpus
- Predicting employee engagement in an age‐diverse retail workforce (2011, background): “As such it answers repeated calls for more effective collaboration between academic researchers and practitioners (Bartunek, 2007; Wefald & Downey, 2009).”
- Surveying the forest: A meta-analysis, moderator investigation, and future-oriented discussion of the antecedents of voluntary employee turnover (2018, background): “These effect sizes are encouraging—particularly for engagement—whichhas recently gained increased study andpractitioner interest (Bakker & Leiter, 2010; Wefald & Downey, 2009, see also our Section 5.3).”
- Linking justice, trust and innovative work behaviour to work engagement (2014, background): “Empirical studies provide evidence for a one-factor, parsimonious structure of work engagement (Wefald and Downey, 2009).”
- Examining the Predictors of Resilience and Work Engagement during the COVID-19 Pandemic (2021, background): “Work engagement focuses on “a psychological state of fulfillment with one’s task at work” [29], whereas organizational engagement concentrates on “a multidimensional motivational concept reflecting the simultaneous investment of an individual’s physical, cognitive, and emotional energy in energetic,”