Work engagement accumulation of task, social, personal resources: A three-wave structural equation model

By Matthias Weigl, Severin Hornung, Sharon K. Parker, R. Petru, Jürgen Glaser, Peter Angerer. 2010

190 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/a1e3a205f8db1ff257f9f0f7be4f5185e53a5bcf

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In General Health Professions

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

The job demands-resources model: A meta-analytic review of longitudinal studies (2018, result): “The longitudinal effects we found in our study are comparable to those reported in several primary studies (e.g. Kim, 2008; Vogt, Hakanen, Jenny, & Bauer, 2015; Weigl et al., 2010).”
The longitudinal development of employee well-being: a systematic review (2016, background): “In work engagement studies where the average age of employees was around 30 years, rank-order stability varied from .47 to .65 with a time lag of 6 months (Luyckx, Duriez, Klimstra, & De Witte, 2010) was .59 with a time lag of 14 months and .64 with a time lag of 19 months (Weigl et al., 2010).”
The career resources model: an integrative framework for career counsellors (2012, background): “This notion is also exemplified in various instances of observed gain spirals in vocational and organisational research (eg, Hakanen, Perhoniemi, & Toppinen-Tanner, 2008 ; Weigl et al, 2010 ) where positive situations or states (eg, job resources) promote the development of other positive situatio”
Does work engagement increase person–job fit? The role of job crafting and job insecurity (2014, background): “Weigl et al. (2010) provided evidence supporting that work engagement enables employees to mobilize their job resources.”
The moderating effects of job control and selection, optimization, and compensation strategies on the age-work ability relationship (2013, background): “A similar interpretation can be derived from the proactive perspective on employees as “active shapers” instead of just being passive receivers of contextual influences (cf., Frese, Garst, & Fay, 2007; Grant & Parker, 2009; de Lange et al., 2003; Hornung et al., 2010; Parker, 1998; Weigl et al., 201”
Validation of the Job Demands-Resources model in cross-national samples: Cross-sectional and longitudinal predictions of psychological strain and work engagement (2013, unknown): “…that tests of the JD-R model often include composite job resource variables (e.g., Bakker et al., 2003 b ); tests of specific job resources are rarer, although the value of including specific job resources has been identified (e.g., Weigl, Hornung, Parker, Petru, Glaser, & Angerer, 2010).”
The drivers of work engagement: A meta-analytic review of longitudinal evidence (2020, background): “The longitudinal effects we found in our study are comparable to those reported in several primary studies (e.g. Vogt, Hakanen, Jenny, & Bauer, 2015; Weigl et al., 2010).”
Redesigning work through idiosyncratic deals (2014, background): “Moreover, longitudinal research suggests that expanding one’s zone of autonomy is a central objective of employee-initiated changes in work design (e.g., Frese et al., 2007; Weigl et al., 2010).”
Performance expectations, personal resources, and job resources: How do they predict work engagement? (2013, background): “Consistent with previous research findings (Llorens et al., 2006; Schaufeli & Bakker, 2004; Schaufeli et al., 2009; Weigl et al, 2010; Xanthopoulou et al., 2007, 2009), our three-wave study shows that an increase in job and personal resources predicts higher future work engagement.”