The conceptualization and measurement of work engagement

By Wilmar B. Schaufeli, Arnold B. Bakker. 2010

117 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/a03fdc3cb1ee1548b89c531ae1e56e88bdd93db0

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Citations in the corpus

The Convergent Validity of Four Burnout Measures in a Chinese Sample: A Confirmatory Factor‐Analytic Approach (2011, background): “The negatively worded items represented burnout, whereas the positively worded items represented engagement, thus representing two independent yet negatively correlated states of mind (Schaufeli & Bakker, 2010).”
The Job Demands-Resources Model (2015, background): “…fulfilling, work‐ related state of mind that is characterized by vigor (i.e., high levels of energy and resilience), dedication (experiencing a sense of significance, pride, and challenge) and absorption (being fully concentrated and happily engrossed in one’s work) (cf. Schaufeli & Bakker, 2010).”
For Fun, Love, or Money: What Drives Workaholic, Engaged, and Burned‐Out Employees at Work? (2012, background): “Therefore, engaged employees are characterised by passion for their work (Schaufeli & Bakker, 2010): They are “pulled” to work.”
Do burnout and work engagement predict depressive symptoms and life satisfaction? A three-wave seven-year prospective study. (2012, background): “Thanks to the rise of positive psychology (Seligman and Csikszentmihalyi, 2000),work-relatedwell-being is nowbetter understood, not only as absence of strain like burnout but also as a truly positive state, e.g. aswork engagement (Schaufeli and Bakker, 2010).”
Meaningful work, work engagement and organisational commitment (2014, background): “Statistically, organisational commitment is a separate latent factor that correlates moderately with work engagement (Schaufeli & Bakker, 2010).”
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,…”
Authenticity at Work: Development and Validation of an Individual Authenticity Measure at Work (2013, background): “Work engagement is defined by Schaufeli and Bakker (2010) as a positive, fulfilling, workrelated state of mind that is characterized by (1) vigor, which represents high levels of energy and mental resilience while working; (2) dedication, which represents a sense of significance, enthusiasm, inspira”
Direct and Contextual Influence of Team Conflict on Team Resources, Team Work Engagement, and Team Performance (2015, background): “The job demands–resources model is a model of employee motivation, where engagement mediates the impact of job resources and personal resources on organizational outcomes (Schaufeli & Bakker, 2010).”