Weekly work engagement and flourishing: The role of hindrance and challenge job demands

By Arnold B. Bakker, A. Sanz‐Vergel. 2013

457 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/ecaba556957dfff58236d7e4fd319cf246622f3e

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In General Health Professions

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Intraindividual models of employee well-being: What have we learned and where do we go from here? (2015, background): “Although some isolated elements of such theory do appear in existing models of EWB, such as the JD-R (Bakker & Demerouti, 2007; Bakker & Sanz-Vergel, 2013), we believe that a comprehensive theoretical specification of the multilevel relationships among intraindividual variation in exposure to…”
Living well by “flowing’ well: The indirect effect of autotelic personality on well-being through flow experience (2020, background): “Indeed, previous studies have revealed that workers with more (vs. less) frequent flow experience have higher levels of well-being (Bakker & Sanz-Vergel, 2013; Olčar, Rijavec, & Golub, 2019).”
The role of climate: implications for service employee engagement and customer service performance (2017, background): “[Insert Figure 1 here] Both Crawford et al. (2010) and Bakker and Sanz-Vergel (2013) clearly classify demands into hindrances and challenges, with the latter authors asserting that whether an employee classifies a demand as a challenge or ahindrance depends on occupation (e.g., a nurse may view…”
A test of a job demands-resources intervention (2016, background): “This is practically relevant since the healthcare sector is characterized by high demands such as workload, demanding situations, and high complexity of work (Bakker and Sanz-Vergel, 2013; Gaillard, 2006).”
Weekly job crafting and leisure crafting: Implications for meaning‐making and work engagement (2017, methodology): “Following existing practice within weekly studies (e.g., Bakker & Sanz-Vergel, 2013), we examine the contribution of weekly crafting strategies to weekly work engagement and weekly meaning-making over and above one’s baseline (i.e., habitual) levels of work engagement and meaning-making.”
Job Demands–Resources Theory: Taking Stock and Looking Forward (2017, background): “Bakker and Sanz-Vergel (2013) showed that weekly self-efficacy and optimism were positively related to flourishing when weekly hindrance job demands were low (vs. high), and that these personal resources were positively related to weekly work engagement when weekly challenge job demands were high…”
Challenge versus hindrance job demands and well‐being: A diary study on the moderating role of job resources. (2015, background): “Bakker and Sanz-Vergel (2013) showed that weekly challenge demands strengthened (boosted) the effect of weekly personal resources (i.e., self-efficacy and optimism) on weekly wellbeing, whereas weekly hindrance demands undermined this effect.”
Highly engaged but burned out: intra-individual profiles in the US workforce (2018, background): “lead to the conclusion that highly engaged employees were flourishing and thriving (Bakker and Sanz-Vergel, 2013).”
Multiple levels in job demands-resources theory: implications for employee well-being and performance (2018, unknown): “For example, our research has shown that health care nurses who feel optimistic and self-efficacious can translate emotionally demanding interactions with their patients into challenges so that they feel engaged in their work (Bakker & Sanz-Vergel, 2013).”
Direct and Contextual Influence of Team Conflict on Team Resources, Team Work Engagement, and Team Performance (2015, background): “Recently, the demanding aspects of the job have been further divided into hindrances and challenges (Bakker & Sanz-Vergel, 2013; Demerouti & Bakker, 2011).”
Work engagement: current trends (2018, background): “Accordingly, work engagement is most likely when workers are confronted with high challenges, and have sufficient job and personal resources available to deal with these challenges (e.g. Bakker and Sanz-Vergel, 2013; Tadic et al., 2015).”
Crafting your Career: How Career Competencies Relate to Career Success via Job Crafting (2017, background): “Recently, Crawford, LePine, and Rich (2010) and Bakker and Sanz-Vergel (2013) made a further distinction between challenging job demands and hindering job demands.”
Teachers’ psychological functioning in the workplace: Exploring the roles of contextual beliefs, need satisfaction, and personal characteristics (2016, unknown): “Evidence of validity has been found in previous research for this scale (good factor structure, measurement invariance, adequate reliability; e.g., Bakker & Sanz-Vergel, 2013; Diener et al., 2010).”