Engaged in Engagement: We Are Delighted We Did It

By W. H. Macey, Benjamin Schneider. Industrial and Organizational Psychology, 2008

141 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/d9981883fd0a3a82cacae2e87ea5124e0cf4650a

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In Organizational Behavior and Human Resource Management

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Citations in the corpus

Does work engagement increase after a short respite? The role of job involvement as a double-edged sword (2009, background): “Also Macey and Schneider (2008) recently suggested that in order to remain engaged, people cannot continuously expend their energy at highest levels, that is showing engagement in work all the time.”
Management of innovation: role of psychological empowerment, work engagement and turnover intention in the Indian context (2012, background): “On the other hand, Macey and Schneider ( 2008 ) in their seminal paper explicated the likely conceptual linkage between psychological empowerment and engagement process.”
Mediator Analysis of Employee Engagement: Role of Perceived Organizational Support, P-O Fit, Organizational Commitment and Job Satisfaction (2013, background): “Besides, engaged employees are found to be brisk and ardent about their tasks, and are wholly engrossed in their vocation (Schaufeli, Taris & Van Rhenen, 2008; Macey & Schneider, 2008; May, Gilson & Harter, 2004).”
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,…”
Effectiveness of Performance Management System for Employee Performance Through Engagement (2020, background): “Although SDT is mainly linked with motivation, as indicated by some researchers (Macey & Schneider, 2008b; Meyer and Gagne, 2008), it has the potential to amicably explain work engagement, as well as the psychological state and behavioral reactions that can result in absence of engagement.”
Why individual employee engagement matters for team performance? (2019, background): “However, OCB as a proactive behaviour sometimes is considered as antecedent or internal constructs of employee engagement (Kahn, 1990; Saks, 2006) and similar to psychological state of commitment, involvement or behavioural attitude (Gupta and Sharma, 2016; Macey and Schneider, 2008).”