Publication on job crafting, work engagement and person-job fit
There are currently two main theoretical perspectives that explain how employees engage in job crafting, namely Wrzesniewski and Dutton’s (2001) original theory and the job demands-resources model framework by Tims and colleagues (2012). The purpose of this study was to investigate and compare these two perspectives on job crafting using a person-centered methodology. We also […]
New meta-analysis on job demands, resources, outcomes and work engagement
Although the construct of work engagement has been extensively explored, a systematic meta-analysis based on a consistent categorization of engagement antecedents, outcomes, and well-being correlates is still lacking. The results of prior research reporting 533 correlations from 113 independent samples (k = 94, n = 119,420) were coded using a meta-analytic approach. The effect size […]
New article on engagment and burnout among hospital nurses
Aim: This study investigated the mediating role of intrinsic motivation in the relationship of job demands and job resources with burnout vs. work engagement. In addition, we examined if job resources strengthen the positive relationship of job demands with intrinsic motivation and burnout (moderating effect). Results: Using a sample of direct care nurses (n= 1729) […]
New paper on work engagement, employee growth climate and learning
The current study investigates the moderating effect of employee growth climate on the relationship between work engagement and job outcomes among 607 plantation workers in North Sumatra, Indonesia. Three individual-level job outcomes are investigated, namely, intra-role behavior, employee learning, and innovative work behavior. Work engagement and employee growth climate were positively related to the three […]
New publication on the measurement of work engagement
This chapter provides a state-of-the-art overview on the assessment of work engagement. First the conceptualization of work engagement is critically discussed, followed by a review of studies on the assessment of the construct. It is estimated that the Utrecht Work Engagement Scale (UWES) is used in over 85% of all academic papers on engagement of […]
New publication on engaging leadership, work engagement and team effectiveness
Most research on the effect of leadership behavior on employees’ well-being and organizational outcomes is based on leadership frameworks that are not rooted in sound psychological theories of motivation and are limited to either an individual or organizational levels of analysis. The current paper investigates whether individual and team resources explain the impact of engaging […]
New publication on motivation, leadership, purpose, values and basic psychological needs
Motivation lies at the core of human behavior. It explains why we do what we do. In this article, we seek an explanation for the influence of leadership, purpose, and values on employee engagement through motivation. Engaged employees derive energy from their work, are dedicated, show higher psychological well-being, and perform better. We suspected that […]
New article on engaging leadership
The current study investigates engaging leadership and work engagement among Indonesian employees and the role of diuwongke (Javanese-Indonesian term for employees’ perception of their leaders treating them with dignity and respect at work) plays in this relationship. We also included transformational leadership in order to show the added value of the novel concept of engaging […]
New article on engaging leadership
This paper reviews recent research on engaging leadership that is defined as leadership behaviors that inspires, strengthens, connects, and empowers followers and hence increase their levels of work engagement. Research confirms the prediction from Self-Determination Theory that through these behaviors employees’ basic psychological needs of meaning, growth, relatedness, and autonomy are satisfied, which, in its […]
New article on engaging leadership
Should leaders pay more attention to values? The present study aims to examine and explain the associations of engaging leadership (EL) with employees’ perceptions of the organization’s values, need fulfillment, and employee engagement. EL is a recent leadership concept drawing on self-determination theory, specifically on the fulfillment of the basic psychological needs of autonomy, competence, […]