Explaining the relationships between job characteristics, burnout, and engagement: The role of basic psychological need satisfaction

By A. van den Broeck, Maarten Vansteenkiste, Hans De Witte, W. Lens. 2008

1,229 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/ec6645f3e3f862f750d9e0d31d1206a4270e736c

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In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

The relative roles of engagement and embeddedness in predicting job performance and intention to leave (2008, background): “For example, the resources contributing to engagement are more specific to the nature of the work (De Lange, De Witte, & Notelaers, 2008 ; Hakanen, Schaufeli, & Ahola, 2008 ; Van den Broeck, De Witte, Lens, & Vansteenkiste, 2008 ).”
Fostering task and adaptive performance through employee well-being: The role of servant leadership (2020, background): “Studies have also shown need satisfaction to be associated with higher work engagement and lower burnout (Van den Broeck et al., 2008).”
Performance expectations, personal resources, and job resources: How do they predict work engagement? (2013, background): “For instance, a recent study by Van den Broeck, Vansteenkiste, De Witte, and Lens ( 2008 ) has shown that basic needs satisfaction mediates the relation between job resources on the one hand and exhaustion and vigour on the other.”
A Critical Review of the Job Demands-Resources Model: Implications for Improving Work and Health (2014, background): “Finally, Van den Broeck et al. ( 2008 ) reported that satisfaction of basic psychological needs (i.e., competence, autonomy, and belongingness) mediated the relations between job demands and exhaustion, between job resources and vigor, and between job resources and exhaustion.”
Cross-lagged relationships between workplace bullying, job satisfaction and engagement: Two longitudinal studies (2009, background): “We included socio-demographic controls from Time 1 measurement: Age (years) and gender (0 = male; 1 = female), because these variables may covary with the variables under study (eg, Bakker et al, 2008 ; Bjorkqvist, Osterman, & Hjelt-Back, 1994 ; Einarsen & Skogstad, 1996 ; Felson, 1992 ; Van den”
Mindfulness, Work Climate, and Psychological Need Satisfaction in Employee Well-being (2015, background): “…and their work-related well-being (i.e., lower burnout, higher engagement, and higher job satisfaction), more positive attitudes toward work (i.e., increased readiness to change, lower turnover intention), and better performances (see for reviews Gagne and Deci 2005; Van den Broeck et al. 2008).”
The Job Demands-Resources Model (2015, neutral): “…2007), psychological capital (PsyCap: self‐efficacy, optimism, hope, and resilience; Vink, Ouweneel, & Le Blanc, 2011), creativity (Bakker & Xanthopoulou, 2013), and psychological need fulfillment (for competence, affiliation, and autonomy; Van den Broeck et al., 2008) as mediators, respectively.”