Resources and time pressure as day‐level antecedents of work engagement

Kühnel, Jana; Sonnentag, Sabine; Bledow, Ronald

doi:10.1111/j.2044-8325.2011.02022.x

Cited by 178 publications

(150 citation statements)

References 38 publications

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“…Recent research has also shown how levels of work engagement can fluctuate on a weekly or daily basis, depending on experiences during the day (Breevaart, Bakker, Demerouti, & Hetland, 2012;Kühnel, Sonnentag, & Bledow, 2012;Sonnentag, Mojza, Demerouti, & Bakker, 2012). These results underline the understanding of engagement as experiences at work that are relatively stable, but will fluctuate based on daily changes.…”

Section: Passion and Work Engagementmentioning

confidence: 91%

The dualistic model of passion for work: Discriminate and predictive validity with work engagement and workaholism

2014

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The purpose of this paper was to investigate the discriminant and predictive validity of the dualistic model of passion for work. Harmonious and obsessive passion was compared to work engagement and workaholism in two studies. Study 1 was cross-sectional and supported convergent and discriminant validity of the dualistic model using exploratory structural equation modeling (ESEM) and confirmatory factor analysis. Study 2 was cross-lagged and applied confirmatory factor analyses, as well as hierarchical linear modeling to test discriminant, convergent, and predictive validity of harmonious and obsessive passion for work. Predictive validity was supported for obsessive and harmonious passion with respect to wellbeing, but not with respect to performance. When controlling for work engagement and workaholism, harmonious passion was negatively related to burnout and positively related to life satisfaction.In contrast, obsessive passion related positively to burnout and negatively to life satisfaction.Only workaholism predicted variance in supervisor rated organizational citizenship behaviors (negatively related), and none of the included variables were associated with supervisor rated in-role performance.

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Section: Passion and Work Engagementmentioning

confidence: 91%

The dualistic model of passion for work: Discriminate and predictive validity with work engagement and workaholism

2014

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“…Prior research also states that job resources are particularly important when worker faces high job demands (e.g. Kühnel et al, 2012).…”

Section: Theoretical Implicationsmentioning

confidence: 99%

“…Prior to testing the hypothesis a confirmatory factor analysis using Mplus 6.12 (Muthén & Muthén, 1998-2012 was performed to validate the job demands, job control and social support measurements. Given the big sample size, instead of chi-square test the goodness of model was examined using other fit indices: CFI and TLI (> .95 indicates a good fit), RMSEA (< .06 indicates a good fit) and SRMR (< .08 indicates a good fit) (e.g., Brown, 2006;Hu & Bentler, 1999).…”

Section: Validation Of Measurementsmentioning

confidence: 99%

Revealing Hidden Curvilinear Relations Between Work Engagement and Its Predictors: Demonstrating the Added Value of Generalized Additive Model (GAM)

2014

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Previous studies measuring different aspects of the quality of life have, as a rule, presumed linear relationships between a dependent variable and its predictors. This article utilizes non-parametric statistical methodology to explore curvilinear relations between work engagement and its main predictors: job demands, job control and social support. Interactions between the three job characteristics were also found. Interaction between job demands and social support was curvilinear in shape. Finally, GAM proved to be a more practical and efficient tool of analysis than GLM in situations where there are reasons to assume curvilinear relationships, complex interactions effects between predictors.

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“…62 Recent diary studies 184,262,266 that have examined the fluctuations of engagement levels through the working day suggest that engagement is a state that is susceptible to variation depending on environmental factors. It has additionally been proposed that engagement may be directed towards individual work tasks or be conceived as a collective, team-level experience.…”

Section: Synthesising the Evidence On Definitions Of Engagementmentioning

confidence: 99%

Evaluating the evidence on employee engagement and its potential benefits to NHS staff: a narrative synthesis of the literature

Bailey

Madden

Alfes

et al. 2015

Health Services and Delivery Research

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BackgroundRecent studies have suggested engagement is linked with beneficial outcomes for individuals and organisations. Despite growing demand for resources and advice on engagement within the NHS, there has been no systematic evaluation of how engagement strategies can be developed and operationalised within the NHS.Objectives and research questionsTo evaluate evidence and theories of employee engagement within the NHS and the general workforce to inform policy and practice. Four research questions focused on definitions and models of engagement; the evidence of links between engagement and staff morale and performance; approaches and interventions that have the greatest potential to create and embed high levels of engagement within the NHS; and the most useful tools and resources for NHS managers in order to improve engagement.Review methodsEvidence was evaluated using a narrative synthesis approach involving a structured search of relevant academic databases and grey literature. The search yielded a final data set of 217 items, comprising 172 empirical papers, 38 theoretical articles, four meta-analyses and three books. From the grey literature, only 14 items were used in the analysis.Main findingsThere is no one agreed definition or measure of engagement. Existing approaches were grouped under three headings: a psychological state; a composite attitudinal and behavioural construct; and employment relations practice. Most fell under the first category, with the Utrecht Work Engagement Scale being the most prevalent. Most theorising around engagement used the job demands–resources framework. Thirty-five studies considered engagement and morale, and the most consistent finding was a positive link between engagement and life satisfaction, and a negative link between engagement and burnout. Some studies suggested that engagement was positively associated with organisational commitment and job satisfaction and negatively linked to turnover intentions. Of 42 studies that looked at performance and engagement, the strongest support was found for a link between engagement and individual in-role performance and a negative link between engagement and counterproductive performance outcomes. A link between engagement and higher-level performance outcomes was also found. Of 155 studies that explored approaches and interventions that promote engagement, the strongest support was found for the following: positive psychological states including resilience; job-related resources and job design features; positive leadership; perceived organisational support; team-level engagement; training and development. Only a small proportion of studies were based in health-care settings, making the application of evidence to wider contexts limited. Studies identified in the grey literature suggested that the focus of practitioner material was more on wider managerial issues than on psychological factors.ConclusionsThe synthesis highlights the complex nature of the engagement evidence base. The quality of evidence was mixed. Most studies were cross-sectional, self-report surveys, although the minority of studies that used more complex methods such as longitudinal study designs or multiple respondents were able to lend more weight to inferences of causality. The evidence from the health-care sector was relatively sparse. Only a few studies used complex methods and just two had taken place in the UK. The evidence synthesis suggests that employers might consider several factors in efforts to raise levels of engagement including development and coaching to raise levels of employee resilience, the provision of adequate job resources, and fostering positive and supportive leadership styles.FundingThis project was funded by the National Institute for Health Research (NIHR) Health Services and Delivery Research (HSDR) programme.

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Resources and time pressure as day‐level antecedents of work engagement

Cited by 178 publications

References 38 publications

The dualistic model of passion for work: Discriminate and predictive validity with work engagement and workaholism

The dualistic model of passion for work: Discriminate and predictive validity with work engagement and workaholism

Revealing Hidden Curvilinear Relations Between Work Engagement and Its Predictors: Demonstrating the Added Value of Generalized Additive Model (GAM)

Evaluating the evidence on employee engagement and its potential benefits to NHS staff: a narrative synthesis of the literature

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