Strategic and proactive approaches to work engagement
By Arnold B. Bakker. 2017
352 citations recorded by the source corpus.
Subfields: Applied Psychology, Human Factors and Ergonomics
View Paper: https://www.semanticscholar.org/paper/72b71729ccb31a20dfaa1dd329852f0ae607f210
How researchers see this paper
The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.
In Applied Psychology
- Arnold B. Bakker
- Evangelia Demerouti
- Simon Albrecht
- Juriena D. de Vries
- Jørn Hetland
- Hilde Hetland
- Wilmar B. Schaufeli
- Osman M. Karatepe
In Human Factors and Ergonomics
Citations in the corpus
- Work engagement: current trends (2018, background): “The JD-R theory focuses particularly on job characteristics, employee behaviors (e.g. job crafting, strengths use; playful work design; Bakker, 2017), and personal resources (e.g. self-efficacy, optimism, self-esteem).”
- Job Demands–Resources theory and self-regulation: new explanations and remedies for job burnout (2020, background): “In contrast, individual interventions are bottom-up change initiatives that target individual employees (Bakker, 2017).”
- The relative importance of various job resources for work engagement: A concurrent and follow-up dominance analysis (2021, neutral): “Empirically, research has indicated that many types of job resources may boost work engagement (Bakker & Demerouti, 2007, 2017).”
- Daily transformational leadership and employee job crafting: The role of promotion focus (2018, background): “…daily initiatives to craft their job is also dependent on the motivation and opportunity provided by their leader from one day to the next, and that transformational leaders in this way stimulate their followers to take a bottom-up approach to work engagement and job performance (Bakker, 2017).”
- Multiple levels in job demands-resources theory: implications for employee well-being and performance (2018, neutral): “Despite these differences, Job Demands–Resources theory (Bakker & Demerouti, 2014; 2017; Demerouti, Bakker, Nachreiner, & Schaufeli, 2001) proposes that all job characteristics can be classified in two main categories – namely job demands and job resources – that have unique properties and…”