Work engagement as mediator between job characteristics and positive and negative extra-role behaviors

By C. Sulea, D. Vîrgă, L. Maricuţoiu, Wilmar B. Schaufeli, C. Dumitru, Florin Alin Sava. 2012

232 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/cbf90c2bee492f299797a4975b60561629249e91

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

1. Amanda Shantz
2. Gaëtane Caesens
3. Gary P. Latham
4. Kerstin Alfes
5. Géraldine Marique
6. Florence Stinglhamber
7. Dorothée Hanin
8. Ildikó Rudnák

In Social Psychology

1. Amanda Shantz
2. Gary P. Latham
3. Florence Stinglhamber
4. Gaëtane Caesens
5. Kerstin Alfes
6. Ildikó Rudnák
7. Ayman Alshaabani
8. Farheen Naz

Citations in the corpus

• Organizational Support and Adaptive Performance: The Revolving Structural Relationships between Job Crafting, Work Engagement, and Adaptive Performance (2020, background): “Moreover, the results stress the critical value of job crafting and work engagement in improving an employee’s adaptive behavior and performance at work [33,35].”
• Impact of Perceived Organizational Support on OCB in the Time of COVID-19 Pandemic in Hungary: Employee Engagement and Affective Commitment as Mediators (2021, background): “Engaged employees are more likely to display OCB because they feel that they can accept additional responsibilities by accomplishing their tasks efficiently [98].”
• The relationship between perceived organizational support and work engagement: The role of self-efficacy and its outcomes (2014, background): “Additionally, another study (Sulea et al., 2012) demonstrated that POS had a positive impact on work engagement which, in turn, led to more organizational citizenship behaviors and less counterproductive behaviors at work.”
• The impact of work engagement and workaholism on well-being: The role of work-related social support. (2014, result): “Furthermore, perceived organizational support has been positively associated with work engagement in some prior studies (e.g. Caesens and Stinglhamber, 2014; Kinnunen et al., 2008; Sulea et al., 2012).”
• The relationship between perceived organizational support and proactive behaviour directed towards the organization (2016, background): “Furthermore, Sulea et al. (2012) found that perceived organizational support was positively related to work engagement, which in turn, enhanced organizational citizenship behaviours and decreased counterproductive work behaviours.”
• The Buffering Effect of Perceived Organizational Support on the Relationship Between Work Engagement and Behavioral Outcomes (2016, background): “…Verbeke, 2004) and work ability (Airila, Hakanen, Punakallio, Lusa, & Luukkonen, 2012), and negatively related to absenteeism (Schaufeli, Bakker, & Van Rhenen, 2009), deviant behavior (e.g., Shantz, Alfes, Truss, & Soane, 2013; Sulea et al., 2012) and turnover intentions (e.g., Halbesleben, 2010).”
• The dualistic model of passion for work: Discriminate and predictive validity with work engagement and workaholism (2015, result): “Researchers have suggested that HP in particular could be associated with higher levels of OCB (Ho et al., 2011; Robertson & Barling, 2013).”