Work engagement: An emerging psychological concept

By Wilmar B. Schaufeli. 2012

498 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/8593979442c49c9930d487f008cbdd52248889ba

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Citations in the corpus

WORK ENGAGEMENT: A QUANTITATIVE REVIEW AND TEST OF ITS RELATIONS WITH TASK AND CONTEXTUAL PERFORMANCE (2011, background): “Most of the research conceptualizes engagement as a relatively stable individual difference variable that varies between persons (e.g., Schaufeli et al., 2002; Schaufeli & Salanova, 2007).”
Frontline employees’ passion and emotional exhaustion: The mediating role of emotional labor strategies (2019, background): “, 2017), and is one of the most dysfunctional attitudes in the contemporary highstress work environment (Schaufeli and Salanova, 2007).”
Identity Statuses in Young Adult Employees: Prospective Relations with Work Engagement and Burnout. (2010, background): “Accordingly, dedication and vigor are viewed as direct opposites of the two core aspects of burnout (Schaufeli & Salanova, 2007).”
Authentic leadership, trust and work engagement (2011, background): “These attributes are positively related to work engagement [59].”
Proactivity, job characteristics, and engagement: a longitudinal study (2010, background): “Engagement is defined as a positive work-related state of mind that is characterized by vigor, dedication, and absorption (Bakker and Demerouti, 2009; Schaufeli and Salanova, 2007).”
How Emotional Labor and Ethical Leadership Affect Job Engagement for Chinese Public Servants (2014, background): “Considered the positive pole of a worker’s well-being, greater levels of job engagement have been shown to enhance productivity (Schaufeli & Salanova, 2007), but it is not yet known whether and/or how emotional labor influences job engagement.”
The gain spiral of resources and work engagement: Sustaining a positive worklife (2010, background): “First, work engagement, although more persistent and pervasive than momentary emotions (Schaufeli & Salanova, 2007; see also Chapter 2), is a distinct positive affective-motivational state that may broaden employees’ thought–action repertoires and build their enduring personal resources.”
Job resources and flow at work: Modelling the relationship via latent growth curve and mixture model methodology (2010, background): “The British Psychological Society Journal of Occupational and Organizational Psychology (2010), 83, 795–814 q 2010 The British Psychological Society www.bpsjournals.co.uk DOI:10.1348/096317909X476333 in the work motivation processes (Bakker & Demerouti, 2008; Schaufeli & Salanova, 2007).”
Linking positive emotions and academic performance: The mediated role of academic psychological capital and academic engagement (2019, background): “Although it is generally accepted that this approach includes three components, its authors have specified that vigor and dedication make up the core of engagement, whereas absorption could be considered as a consequence of engagement (Schaufeli and Salanova 2007).”
Self-Oriented, Other-Oriented, and Socially Prescribed Perfectionism in Employees: Relationships with Burnout and Engagement (2010, background): “The UWES is a recently developed measure of engagement that has demonstrated reliability and validity in a number of studies (see Schaufeli & Salanova, 2007, for a review).”
Work engagement and workaholism: comparing the self-employed and salaried employees (2010, background): “Second, work engagement has been found predictive of good health (for an overview see Schaufeli & Salanova, 2007), because of which more engaged people may be better able to perform well.”
Do transformational leaders enhance their followers' daily work engagement? (2011, background): “Keywords: Diary study Personal resources Transformational leadership Work engagement The concept of work engagement has gained momentum because of its predictive value for job performance (Bakker, 2009; Schaufeli & Salanova, 2007).”
Work engagement as mediator between job characteristics and positive and negative extra-role behaviors (2012, background): “…feedback and stimulate the same response from colleagues; offering support and being loyal has an important potential to increase wellbeing at work; sharing good news might boost team spirit due to the contagiousness of work engagement (for more details, see Schaufeli and Salanova, 2007, 2010).”
For Fun, Love, or Money: What Drives Workaholic, Engaged, and Burned‐Out Employees at Work? (2012, background): “This finding is in line with previous findings that work engagement relates positively to job satisfaction and other positive outcomes, such as performance (Schaufeli & Salanova, 2007a).”
Flourishing students: A longitudinal study on positive emotions, personal resources, and study engagement (2011, background): “It is expected that (academic) self-efficacy is positively related to (study) engagement because self-efficacy leads to a greater willingness to spend additional energy and effort on completing a task or an assignment and hence to more task involvement and absorption (Schaufeli & Salanova, 2007).”
Work engagement, psychological contract breach and job satisfaction (2014, methodology): “…the JD-R model have focused on the role of job resources such as support, feedback, skills, and autonomy as antecedents of work engagement (e.g. Schaufeli and Salanova 2007; Bakker and Demerouti 2008), but SET predicts that expectations surrounding the delivery of these resources will also be…”
Heavy work investment: Its motivational make-up and outcomes (2013, background): “, 2008), life satisfaction, mental and physical health (Schaufeli and Salanova, 2007), and personal initiative (Sonnentag, 2003).”