A process model of employee engagement: The learning climate and its relationship with extra‐role performance behaviors

By L. Eldor, Itzhak Harpaz. 2016

297 citations recorded by the source corpus.

Subfields: Communication, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/99d5d1137e08168557b7a32a8dca3df7ceaf878e

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In Communication

In Organizational Behavior and Human Resource Management

Citations in the corpus

The influence of prosocial motivation and civility on work engagement:The mediating role of thriving at work (2018, background): “Individuals energetically share their skills and knowledge (Eldor & Harpaz, 2016; Parker & Griffin, 2011), when they have good connectionwith other because employees cannot learn in the isolation (Spreitzer et al., 2005).”
Effective Employee Engagement in the Workplace (2017, background): “Employee engagement is multidimensional; engaged employees are emotionally, physically, and cognitively engaged in their daily work (Eldor & Harpaz, 2015).”
Fostering task and adaptive performance through employee well-being: The role of servant leadership (2020, background): “While this is the first study to examine the associations between work engagement and different subfacets of adaptive performance, Eldor and Harpaz (2016) found work engagement to be positively associated with general adaptivity.”
Green inclusive leadership and green creativity in the tourism and hospitality sector: serial mediation of green psychological climate and work engagement (2021, background): “This is because employees who are dedicated and engaged in their work can be expected to be flexible in their thought-process and ready to invest appreciable effort at work (e.g., Eldor & Harpaz, 2016; Koch et al., 2015).”
Empowering supervision and service sabotage: a moderated mediation model based on conservation of resources theory. (2018, background): “…studies have concluded that organizational resources (e.g., learning climate and internal service) and supervisor resources (e.g., trust, confidence, and respect) help employees accumulate energy, which contributes to their work engagement (Eldor & Harpaz, 2016; Hsieh&Wang, 2015; Lee& Ok, 2015).”
Knowledge management, decision-making style and organizational performance (2017, background): “Perceived learning has a positive effect on engagement, because learning environment creates the conﬁdence that goals can be accomplished and fulﬁlls the employees’ need to belong (Eldor & Harpaz, 2016).”
The role of family support in work-family balance and subjective well-being of SME owners (2020, background): “…been widely applied to explain various individual outcomes such as burnout (Halbesleben, 2006), in-role performance (Halbesleben &Wheeler, 2008), extrarole performance (Eldor & Harpaz, 2016), and work-family conflict (Crawford, Shanine, Whitman, & Kacmar, 2016; Halbesleben, Harvey, & Bolino, 2009).”