Linking organizational resources and work engagement to employee performance and customer loyalty: the mediation of service climate.

By Marisa Salanova, S. Agut, José María Peiró. Journal of Applied Psychology, 2005

2,388 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/e7fc59d2fbe95563b1741ed5c305c5df80b150b7

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Citations in the corpus

High-performance work system and employee creativity: The roles of perceived organisational support and devolved management (2017, background): “They tend to feel more engaged with their work (e.g. Hakanen et al., 2008; Rich et al., 2010; Salanova et al., 2005), which leads them to enthusiastically promote creative ideas (Chang et al.”
Linking job demands and resources to employee engagement and burnout: a theoretical extension and meta-analytic test. (2010, background): “1 Salanova et al.’s (2005) study, which surveyed three employees from each of 114 work units of restaurants and hotel chains and aggregated employee data to the work-unit level, was included.”
Work engagement and workaholism: comparing the self-employed and salaried employees (2010, background): “For example, Salanova, Agut, and Peiro (2005) showed that levels of work engagement of contract employees in hotels and restaurants were positively related to service quality, as perceived by customers.”
An investigation into the validity of two measures of work engagement (2012, background): “2004 ; Schaufeli and Bakker 2004 ) and hotel customer contact employees (Salanova, Agut and Peiro 2005 ; Moliner et al.”
Work engagement as a mediator between employee attitudes and outcomes (2013, background): “…to exert extra effort to achieve challenging goals because they have access to resources, can efficiently handle current goals and thus are ready to engage in additional in-role and extra-role behaviours (Salanova et al. 2005; Schaufeli et al. 2006; Rich et al. 2010; Christian et al. 2011).”
Positive gain spirals at work: From job resources to work engagement, personal initiative and work-unit innovativeness (2008, background): “In addition, Salanova, Agut, and Peiró (2005) found that work engagement mediated the impact of organizational job resources on performance and on customer loyalty.”
Smartphone use and work-home interference: The moderating role of social norms and employee work engagement (2015, background): “Furthermore, there is evidence that work engagement is related to higher task completion during the workday (Halbesleben & Wheeler, 2008; Salanova et al., 2005), which might in turn decrease the likelihood thatwork-related issues spill over to theprivate domain.”
When Does (Mis)Fit in Customer Orientation Matter for Frontline Employees’ Job Satisfaction and Performance? (2016, methodology): “At time 1, we asked each FLE to assess service climate on a four-item scale taken from Salanova, Agut, and Peiró (2005).”