Feeling good and performing well? Psychological engagement and positive behaviors at work

By Uta K. Bindl, Sharon K. Parker. 2010

92 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/8f7cf0f8a439d13335c61b63e9a54970d2880503

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Citations in the corpus

Effective and sustained proactivity in the workplace: A self-determination theory perspective (2014, methodology): “First, as Bindl and Parker (Bindl & Parker, 2011a) argued, experiences of positive activated states such as vitality and engagement influence proactivity directly through three different mechanisms: they facilitate the complex cognitive processes involved in proactivity by encouraging openness and…”
Proactive personality and job performance: The role of job crafting and work engagement (2012, background): “Thus, employees who are engaged and experience positive affect are more likely to show proactive behavior because they are better able to see possibilities and think innovatively (Bindl and Parker, 2011; Parker and Griffin, 2011).”
A multilevel model of transformational leadership, affect, and creative process behavior in work teams (2015, background): “…has traditionally been regarded as the more influential dimension of job-related affect (e.g., see Fisher, 2010 for a review), more recent evidence (Bindl & Parker, 2012; Seo, Bartunek, & Barrett, 2010; To et al., 2012) suggests that affective activation also plays an important role in motivating…”
Appropriateness and acceptability: Employee perspectives of internal communication (2012, background): “Senior management communication and open, effective communication strategies are recognised as having a crucial role in the development of positive employee engagement (Bakker, Albrecht, & Leiter, 2011; Bindl & Parker, 2010; Saks, 2006).”