Subjective Well-being in Organizations

By Arnold B. Bakker, Wido G M Oerlemans. 2011

404 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/96a50442578c975f88b1d480beed32f7fd8cb915

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Work engagement versus workaholism : a test of the spillover-crossover model (2013, positive): “However, whereas work engagement usually combines high effort with positive affect and has favourable consequences, workaholism usually combines high effort with negative affect (Bakker and Oerlemans, 2011).”
Overqualification and Subjective Well-Being at Work: The Moderating Role of Job Autonomy and Culture (2015, background): “, an employee’s evaluation of her/his work lives) (Bakker and Oerlemans 2011), such as job satisfaction, emotion at work and organizational affective commitment (Bolino and Feldman 2000; Feldman et al.”
The impact of job crafting on job demands, job resources, and well-being. (2013, background): “An engaged employee experiences high levels of pleasure and activation, whereas a satisfied employee is characterized by high levels of pleasure and inactivation (Bakker & Oerlemans, 2011).”
The Job Demands-Resources Model in emergency service volunteers: Examining the mediating roles of exhaustion, work engagement and organizational connectedness (2014, background): “Happy workers are helpful and altruistic in nature and it is this pleasant behaviour that encourages their co-workers to provide them with instrumental, social or emotional support (Bakker & Oerlemans, 2010).”
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).”
How Psychological Capital Mediates Between Study–Related Positive Emotions and Academic Performance (2019, background): “Along these lines, taking into account the circumplex model of emotions (Russel 1980; Warr 1994), school engagement and academic satisfaction can be directly associated with high–activation and low–activation positive emotions, respectively (Bakker and Oerlemans 2011).”
High-performance work practices, employee well-being, and supportive leadership: spillover mechanisms and boundary conditions between HRM and leadership behavior (2020, background): “Job satisfaction is a low-arousal pleasurable state resulting from positive evaluations of one’s job (Bakker & Oerlemans, 2011; Locke, 1969).”
The longitudinal development of employee well-being: a systematic review (2016, methodology): “Here, we focus on longitudinal studies on affective employee well-being, which is conceptualized by the circumplex model of affect applied in the work context (Bakker & Oerlemans, 2011).”
Intraindividual models of employee well-being: What have we learned and where do we go from here? (2015, background): “Work-related subjective well-being is generally defined as the extent to which a person is satisfied with his or her job and experiences frequent positive emotions and infrequent negative emotions at work (Bakker & Oerlemans, 2011).”
The person-oriented approach to burnout: A systematic review (2016, methodology): “Fourth, studies that grouped participants by using burnout (or one its symptoms), along with either depression or other job-related affective well-being constructs based on the circumplex model (i.e., work engagement, job satisfaction, and workaholism) (Bakker & Oerlemans, 2011), were included.”