Job Resources Boost Work Engagement, Particularly When Job Demands Are High
By Arnold B. Bakker, J. Hakanen, Evangelia Demerouti, Despoina Xanthopoulou. 2007
2,128 citations recorded by the source corpus.
Subfields: General Health Professions, Organizational Behavior and Human Resource Management
View Paper: https://www.semanticscholar.org/paper/f063d23d23ac325a0bc3979f037a197948fa04f3
How researchers see this paper
The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.
In General Health Professions
- Arnold B. Bakker
- Wilmar B. Schaufeli
- Evangelia Demerouti
- Hans De Witte
- Toon W. Taris
- Sabine Sonnentag
- J. Hakanen
- M. Tims
In Organizational Behavior and Human Resource Management
- Arnold B. Bakker
- Wilmar B. Schaufeli
- Evangelia Demerouti
- M. Tims
- Daantje Derks
- Sabine Sonnentag
- J. Hakanen
- Toon W. Taris
Citations in the corpus
- Understanding students’ motivation towards proactive career behaviours through goal-setting theory and the job demands–resources model (2018, background): “Bakker et al. (2007) showed that resources are more protective when demands are high.”
- On the Relation of Job Insecurity, Job Autonomy, Innovative Work Behaviour and the Mediating Effect of Work Engagement (2014, positive): “Multiple studies have confirmed that autonomy and work engagement are positively related (Schaufeli & Bakker, 2004; Saks, 2006; Bakker et al., 2007; Mauno, Kinnunen & Ruokolainen, 2007) and we consequently hypothesize that work engagement will mediate the relation between job autonomy and IWB.”
- Demands or resources? The relationship between HR practices, employee engagement and emotional exhaustion within a hybrid model of employment relations (2016, background): “For example, Bakker et al. (2007) conducted a study among Finnish teachers and found that resources were strong predictors of engagement, particularly when job demands (i.e. pupil misbehavior) were high.”
- The gain spiral of resources and work engagement: Sustaining a positive worklife (2010, background): “Moreover, the highest levels of work engagement are experienced in conditions combining high job resources and high job demands (Bakker et al., 2007).”
- Demystifying customer brand engagement: Exploring the loyalty nexus (2011, background): “Individual-level variable Bakker et al. (2007, 2008); Bejerholm and Eklund (2007); Catteeuw et al. (2007); Fredricks et al.”