Handbook of Employee Engagement: Perspectives, Issues, Research and Practice

By J. Bullock. 2011

314 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/90a159295ee6cad36e056d6c747fc760ec7ed24a

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In Strategy and Management

Citations in the corpus

Workaholism and work engagement: how are they similar? How are they different? A systematic review and meta-analysis (2019, background): “Hence, from an affective perspective, work engagement is strongly associated with positive emotions and affective regulation (Bakker & Oerlemans, 2011; Binnewies & Fetzer, 2010; Gorgievski & Bakker, 2010; van Wijhe, Peeters, Schaufeli, & Ouweneel, 2013).”
Workplace spirituality, mindfulness meditation, and work engagement (2017, background): “Additionally, Albrecht (2010) argued that positive psychology interventions that promote gratitude and nurture social relationships help develop work engagement.”
Does work engagement increase person–job fit? The role of job crafting and job insecurity (2014, background): “There are several definitions of engagement (see Albrecht, 2010; Bakker & Leiter, 2010; Macey & Schneider, 2008), however, Schaufeli and Bakker (2010) proposed the following, frequently used definition of work engagement: an active, positive work-related state that is characterized by vigor,…”
Effects of a Strengths Intervention on General and Work-Related Well-Being: The Mediating Role of Positive Affect (2017, methodology): “Work engagement and burnout represent two related, yet conceptually distinct aspects of work-related well-being (Schaufeli 2014) that can be influenced through targeted workplace interventions (Schaufeli and Salanova 2010; Le Blanc and Schaufeli 2008).”
Weekly work engagement and flourishing: The role of hindrance and challenge job demands (2013, background): “For example, it has been shown that self-esteem, self-efficacy, locus of control, and the ability to regulate emotions are positive predictors of work engagement (for an overview, see Albrecht, 2010).”
Why resilient workers perform better: The roles of job satisfaction and work engagement (2018, unknown): “Albrecht (2010) affirmed that engaged employees are active agents, feel competent, and set high goals.”
Construct Overlap Between Employee Engagement and Job Satisfaction: A Function of Semantic Equivalence? (2015, methodology): “Further, Macey and Schneider as well as Newman et al. (2010) indicated that Brayfield and Rothe’s (1951) seminal measure of job satisfaction included overlap with several statements that, at least on the surface, seemed to be intertwined with the nomological net of the engagement concept.”
Employee voice: An antecedent to organisational engagement? (2017, background): “In the latter handbook, Kahn (2010) considers the essence of engagement and emphasises its dynamic nature as opposed to steady-state motivation theory characterising employees as either motivated or not motivated.”
Definitional and Conceptual Muddling: Identifying the Positionality of Employee Engagement and Defining the Construct (2017, background): “For example, Wildermuth (2010) suggested that underlying personality characteristics such as neuroticism, extraversion, and conscientiousness (Five Factor Model; Judge, Heller, & Mount, 2002) could predispose some employees to be more likely to be influenced by experiences of engagement than others.”
The nature of employee engagement: rethinking the employee–organization relationship (2017, background): “Employee engagement has recently been introduced as a potentially optimal means of redefining the employee–organization relationship (Albrecht, 2010a; Vigoda-Gadot, Eldor, & Schohat, 2013) because it encapsulates the notion of a coherent expression of energies such as ‘feelings of persistence,…”
Research on work engagement is well and alive (2011, unknown): “…(e.g., Bakker & Xanthopoulou, 2009; Maslach & Leiter, 2008; Rich, LePine, & Crawford, in press; Schaufeli, Bakker, & van Rhenen, 2009), and edited volumes attract the scientific community’s particular attention (Albrecht, 2010; Bakker & Leiter, 2010; Bakker, Schaufeli, Leiter, & Taris, 2008).”
An Evidence-Based Model of Work Engagement (2011, background): “There are several definitions of engagement (see Albrecht, 2010; Bakker & Leiter, 2010), but Schaufeli and Bakker (2004) proposed what is arguably the most often used definition of work engagement: an active, positive work-related state that is characterized by vigor, dedication, and absorption.”
The effects of employee engagement and self-efficacy on job performance: a longitudinal field study (2018, background): “Several scholars have argued that employee engagement is likely to result in motivated work behavior and, as a result, enhanced job performance (Inceoglu & Fleck, 2010; Kahn, 1990; Rich, Lepine, & Crawford, 2010).”