Relational contexts of personal engagement at work

By William A. Kahn, Emily D. Heaphy. 2013

139 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/6251b649c57bb7182d66c7632e769d5acf73c2e8

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

1. Kerstin Alfes
2. Amanda Shantz
3. B. Shuck
4. Kim F. Nimon
5. Drea Zigarmi
6. Kobena Osam
7. Emma Soane
8. C. Truss

Citations in the corpus

• How Does Workplace Helping Behavior Step Up or Slack Off? Integrating Enrichment-Based and Depletion-Based Perspectives (2018, background): “In addition, according to Kahn (1990, 1992, 2014), employees’ extrarole behaviors, such as helping, may shape these three psychological conditions.”
• Employee engagement, organisational performance and individual well-being: exploring the evidence, developing the theory (2011, background): “There appears to be an agreement that engagement is a positive state of mind, and studies have shown that engagement levels are susceptible to influence from contextual and interpersonal factors (Kahn and Heaphy 2013; Schaufeli 2013).”
• Definitional and Conceptual Muddling: Identifying the Positionality of Employee Engagement and Defining the Construct (2017, background): “The ISA (Soane et al., 2012) framework of engagement is a condition-oriented construct, focused toward social engagement, an often overlooked and relational component of the engagement-type experience (Kahn & Heaphy, 2014).”
• The influence of flexible work arrangements on employee engagement: An exploratory study (2020, background): “The researchers found that participants were also not sure what the policy was and who they could approach about using the policy. http://www.sajhrm.co.za Open Access Receiving the buy-in from leadership and management The majority of experts and employees felt that FWAs had failed in certain depart”
• A structural model of student well-being (2014, background): “Engagement is associated with opportunities for students to apply their strengths and experience psychological meaningfulness, safety, and self-efficacy (Kahn & Heapy, 2014; Rothmann & Welsh, 2013).”