Key questions regarding work engagement

By Arnold B. Bakker, Simon Albrecht, Michael Leiter. 2011

1,120 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/6e097ebaa35ab2dc15deeba749cce015a4da42a8

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In General Health Professions

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Good morning, good day: A diary study on positive emotions, hope, and work engagement (2012, background): “On some days, an employee feels more engaged than on other days (Bakker et al., 2011).”
Work engagement, psychological contract breach and job satisfaction (2014, background): “Engaged employees have high arousal and activation in their work, which pushes them into action (Bakker 2009; Bakker and Bal 2010; Bakker, Albrecht and Leiter 2011; Salanova et al. 2011).”
The consequences of engagement: The good, the bad, and the ugly (2011, background): “In their succinct review of the engagement literature, Bakker, Albrecht, and Leiter ( 2011 this issue) have set an ambitious research agenda that is certain to guide engagement researchers for the near future.”
Teacher wellbeing: Its effects on teaching practice and student learning (2019, background): “Social support in the workplace has been found to predict job satisfaction and engagement (Achor, 2013; Bakker, Albrecht & Leiter, 2011; Orgambidez-Ramos & Almeida, 2017).”
Career adaptability and its relation to self-regulation, career construction, and academic engagement among Spanish university students (2016, methodology): “Although the study of engagement has fundamentally been applied in work settings, (Bakker et al., 2011), it is gradually becoming incorporated into the field of career development (Kenny, Blustein, Haase, Jackson, & Perry, 2006) and is generating increasing attention among the dynamic approaches to…”
How Do Leaders Influence Innovation and Creativity in Employees? The Mediating Role of Intrinsic Motivation (2021, background): “This literature suggests that a specific style of leadership is an important factor to motivate and influence workforce (Bakker et al., 2011); however, little is known in detail.”
The nature of employee engagement: rethinking the employee–organization relationship (2017, background): “it to be a superior fit to the one-factor structure (Bakker et al., 2011; Hallberg & Schaufeli, 2006; Schaufeli et al., 2006).”
Personality and Job Engagement (2011, background): “…and Bakker (2010, p. 1) defined job engagement as “a positive, fulfilling, affective-motivational state of workrelated well-being”, and the review by Bakker, Albrecht, and Leiter (2011) identified a “growing consensus that engagement can be defined in terms of high levels of energy and high…”