Meaningful Work, Employee Engagement, and Other Key Employee Outcomes

By P. Fairlie. 2011

325 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/e5ad078b2bc5876888dcf05b731cf9b9533f1a83

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In Demography

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Job Resources as Antecedents of Engagement at Work: Evidence From a Long‐Term Care Setting (2014, background): “Although the discussion on employee engagement is relatively new in the HRD community, it has in recent years reached notable popularity among scholars (Fairlie, 2011; Hoon Song, Kolb, Hee Lee, & Kyoung Kim, 2012; Shuck, 2011; Shuck, Ghosh, Zigarmi, & Nimon, 2013; Shuck & Reio, 2011; Shuck & Wollard”
Workplace Engagement and Generational Differences in Values (2013, background): “The final frontier, academic theory, appears also to be accepting generational differences as the evidence continues to grow (Fairlie, 2011; Shuck, 2011; Twenge et al., 2010).”
The Buffering Effect of Perceived Organizational Support on the Relationship Between Work Engagement and Behavioral Outcomes (2016, methodology): “This scale has been used in numerous studies (e.g., Fairlie, 2011; Seppala et al., 2009; Xanthopoulou, Bakker, Demerouti, & Schaufeli, 2009b) and has been shown to have both high internal consistency and test-retest reliability, as well as discriminant, convergent, and construct validity…”
What Is a Resource: Toward a Taxonomy of Resources for Employee Engagement (2020, background): “However, Fairlie (2011) found that work demands and balance did not statistically significantly predict work engagement, a decidedly contradictory finding.”
Employee Engagement and Leadership (2012, background): “leaders, or poor coworker relations (Fairle, 2011; Shuck, Rocco, et al., 2011; Wollard, 2011).”
The Value of Working Conditions in the United States and Implications for the Structure of Wages (2018, background): “Meaningful work is “underrepresented in current models and measures of work characteristics” (Fairlie, 2011) but has received attention among organizational psychologists and sociologists (e.g., Smyer and Pitt-Catsouphes, 2007; Matz-Costa et al., 2017; Steger and Dik, 2012; Steger et al., 2012).”
A Review of the Empirical Literature on Meaningful Work: Progress and Research Agenda (2018, background): “19 Articles that focused on links between meaningful work and employee absence or turnover intentions indicated that meaningful work was associated with low levels of intention to quit (e.g., Fairlie, 2011).”
Mindfulness at Work: Positive Affect, Hope, and Optimism Mediate the Relationship Between Dispositional Mindfulness, Work Engagement, and Well-Being (2015, unknown): “…conflicts such as work-family interference (Halbesleben et al. 2009), and psychological well-being is positively related to work engagement (Fairlie 2011; Shimazu and Schaufeli 2009; Simpson 2009), Robertson and Cooper (2010) convincingly argue against narrowly focusing on commitment-based…”
Ethical Leadership, Work Meaningfulness, and Work Engagement in the Public Sector (2018, background): “…(2) redesigning jobs and involving employees in decisions that could make their work more impactful and useful to others, and (3) developing deeper social connections between employees and public sector clients, so that employees get a full understanding of their impact on others (Fairlie, 2011).”