Who are the most engaged at work? A meta-analysis of personality and employee engagement

By Henry R. Young, David R. Glerum, Wei Wang, Dana L Joseph. Journal of Organizational Behavior, 2018

175 citations recorded by the source corpus.

Subfields: Clinical Psychology, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/bfab1a5e6b94e7bc664e31806387a971c3cd5831

How researchers see this paper

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

In Clinical Psychology

1. Malcolm Patterson
2. Caroline Knight
3. J. Dawson

In Organizational Behavior and Human Resource Management

1. J. Dawson
2. T. Lesener
3. Anna Jochmann
4. B. Gusy
5. Malcolm Patterson
6. Caroline Knight
7. C. Wolter
8. Arnold B. Bakker

In Social Psychology

1. T. Lesener
2. Anna Jochmann
3. B. Gusy
4. Malcolm Patterson
5. Caroline Knight
6. J. Dawson
7. C. Wolter
8. Arnold B. Bakker

Citations in the corpus

• The drivers of work engagement: A meta-analytic review of longitudinal evidence (2020, background): “Young et al. (2018) emphasise the role of personality: In their meta-analyses, the big five (conscientiousness, neuroticism, extraversion, agreeableness, and openness to experience), a proactive personality, and positive affectivity were related to work engagement.”
• Work engagement interventions can be effective: a systematic review (2019, background): “Young et al. (2018) argue that these personality traits enable individuals to manage their energy more effectively, meaning they are more able to invest energy in work and so experience increased engagement.”