The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work

By Douglas R. May, R. Gilson, L. Harter. 2004

3,599 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/fe88b33df4f07394d37ac1e13c7cbcd2e784aa26

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In General Health Professions

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Making Change Happen (2013, background): “of hindrance demands is associated with negative emotions and psychological threats that decrease motivation and engagement (May et al., 2004).”
How Does Workplace Helping Behavior Step Up or Slack Off? Integrating Enrichment-Based and Depletion-Based Perspectives (2018, methodology): “In contrast, individuals who believe that the environment is less psychologically safe are less likely to bring themselves into their work because they hold concerns about the negative interpersonal consequences of self-expression (Edmondson & Lei, 2014; Kahn, 1990; Koopmann, Lanaj, Wang, Zhou, & Sh”
The Relative Importance of Employee Engagement, Other Job Attitudes, and Trait Affect as Predictors of Job Performance† (2012, methodology): “disagreed) with each statement on either a 5-point scale (May et al., 2004; Saks, 2006) or a 7-point scale (Rothbard, 2001).”
Measuring and Managing Employee Work Engagement: A Review of the Research and Business Literature (2009, background): “The findings of studies conducted to create measurement tools in this area have further refined its definition to include a three-dimensional concept of work engagement (May, Gilson, & Harter, 2004 ).”
Psychological capital, work engagement and organisational commitment amongst call centre employees in South Africa (2013, background): “Disengagement is central to the problem of an individual’s lack of commitment and motivation (May et al., 2004).”
A theoretical model of the antecedents and outcomes of employee engagement (2014, background): “May et al. (2004) also found that supportive co-worker and supervisor relations were positively linked to psychological safety and engagement.”
Impact of ethical leadership on creativity: the role of psychological empowerment (2017, background): “Ethical leaders are adept at increasing: employees’ self-respect and confidence; level of ownership; team members’ development and growth; and alignment between the employees’ ambitions and the organization’s goals (May et al., 2004; Zhu, 2008; Zhu, May, & Avolio, 2004).”
Gender Differences in Work-Family Guilt in Parents of Young Children (2017, background): “By contrast, scores on work-family guilt were not associated with theoretically distinct constructs, such as job engagement, r= .01, p= .86 (May et al. 2004), participants’ age, r = .02, p = .”
Engage Them to Public Service (2013, background): “Engaged employees have high levels of energy, are enthusiastic, and are fully immersed in their daily work (Macey & Schneider, 2008a; May et al., 2004).”
Hotel Employee Work Engagement and Its Consequences (2016, background): “For example, May, Gilson, and Harter (2004) distinguished employee engagement from job involvement; job involvement is the degree to which an individual identifies with the job and it develops as the result of a cognitive belief that the job satisfies needs, while employee engagement focuses more…”