Self-Engagement at Work

Britt, Thomas W.; Dickinson, James M.; Greene–Shortridge, Tiffany M.; McKibben, Eric S.

doi:10.4135/9781446212752.n11

Cited by 37 publications

(42 citation statements)

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“…Because of the inconsistencies in research findings regarding the factor structure and dimensionality of engagement (Britt, Dickinson, Greene, et al, 2007;Hallberg & Schaufeli, 2006), other researchers' view of engagement as a single factor (Britt, Dickinson, Moore, et al, 2007;Hallberg & Schaufeli) and the overlap with job satisfaction, more research is needed. In the present article, we first look at the factor structure of engagement and degree to which satisfaction is a separate construct from engagement, and how engagement and satisfaction predict student performance.…”

Section: Discussionmentioning

confidence: 99%

“…Shirom argued that vigor is the only nonconfounded construct of engagement, and because of the high correlations among Schaufeli, Salanova, et al's three factors of engagement, they may actually be a one-factor construct. Britt, Dickinson, Greene, and McKibben (2007) also viewed engagement as a single (-factor) construct. Britt, Dickinson, Green, et al believed that measuring engagement along two or more factors leads to confusion about which factors are related to the various outcomes of engagement.…”

Section: Dimensions Of Engagementmentioning

confidence: 99%

“…Highly engaged employees have higher performance, more commitment, and lower turnover when they have the resources and aptitudes to do their jobs, but they may have the opposite when there are roadblocks to doing their jobs and performing well (Britt, Dickinson, Greene, et al, 2007). Britt, Dickinson, Greene, et al defined engagement differently than other academic researchers did.…”

Section: Engagement and Eustressmentioning

confidence: 99%

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Construct Dimensionality of Engagement and its Relation With Satisfaction

Wefald

Downey

2009

The Journal of Psychology

191

143

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ABSTRACT. Engagement-a persistent and positive affective-motivational state of fulfillment characterized by vigor, dedication, and absorption (W. B. Schaufeli, M. Salanova, V. González-Roma, & A. B. Bakker, 2002)-has become a popular subject among academic and industry researchers. Following suggestions in the recent literature calling for further examination of the underlying factors comprising the construct of engagement, the authors investigated the factor structure of W. B. Schaufeli et al.'s measure of engagement and academic engagement's relation to academic satisfaction. Previous researchers found a 3-factor structure of engagement that comprises vigor, dedication, and absorption. The authors administered to a sample of university students a questionnaire on their level of engagement in academic work and various other measures. The results did not confirm the 3-factor structure. The present authors found engagement and satisfaction to be highly related constructs.

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Section: Discussionmentioning

confidence: 99%

Section: Dimensions Of Engagementmentioning

confidence: 99%

Section: Engagement and Eustressmentioning

confidence: 99%

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Construct Dimensionality of Engagement and its Relation With Satisfaction

Wefald

Downey

2009

The Journal of Psychology

191

143

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“…Work engagement is a broad concept that comprises as core features high involvement, affective energy, and self presence at work (Britt, Dickinson, Greene-Shortidge, & McKibben, 2007;Macey & Schneider, 2008). Here, we use the engagement concept as introduced by Schaufeli and Bakker and their colleagues (Bakker, Schaufeli, Leiter, & Taris, 2008;Schaufeli & Bakker, 2004;Schaufeli, Salanova, Gonzáles-Romá, & Bakker, 2002) who have defined work engagement as ''a positive, fulfilling work-related state of mind that is characterized by vigour, dedication, and absorption'' (Schaufeli, Bakker, & Salanova, 2006).…”

Section: Work Engagementmentioning

confidence: 99%

Being engaged at work and detached at home: A week-level study on work engagement, psychological detachment, and affect

et al. 2008

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Although earlier research has shown that work engagement is associated with positive outcomes for the employee and the organization, this paper suggests that employees also need time periods for temporarily disengaging (i.e., psychological detaching) from work. We hypothesized that work engagement and psychological detachment from work during off-job time predict high positive affect and low negative affect and that psychological detachment is particularly important when work engagement is high. Over the course of four working weeks, 159 employees from five German organizations from various industries completed surveys twice a week, at the beginning and the end of four consecutive working weeks. Hierarchical linear modelling showed that a person's general level of work engagement and the week-specific level of psychological detachment from work during off-job time jointly predicted affect at the end of the working week. As expected, work engagement moderated the relationship between psychological detachment and positive affect. These findings suggest that both engagement when being at work and disengagement when being away from work are most beneficial for employees' affective states.

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“…People experience moments of engagement or disengagement in their work roles throughout each day (Britt, Dickinson, Greene, & McKibben, 2007;Kahn, 1990). Engagement requires effort (Nes, Segerstrom, & Sephton, 2005) or vigor (Schaufeli & Bakker, 2004).…”

Section: Engagementmentioning

confidence: 99%

Positive Social Interactions and the Human Body at Work: Linking Organizations and Physiology

Heaphy

Dutton

2008

AMR

438

345

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Human physiological systems are highly responsive to positive social interactions, but the organizational importance of this finding largely has been unexplored. After reviewing extant research, we illustrate how consideration of the physiology of positive social interactions at work opens new research questions about how positive social interactions affect human capacity and how organizational contexts affect employee health and physiological resourcefulness. We also address the practical implications of integrating physiological data into organizational research. Our paper invites a fuller consideration of how employees' bodies are affected by everyday work interactions and, in so doing, encourages a stronger tie between human physiology and organizational research.

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Self-Engagement at Work

Cited by 37 publications

References 0 publications

Construct Dimensionality of Engagement and its Relation With Satisfaction

Construct Dimensionality of Engagement and its Relation With Satisfaction

Being engaged at work and detached at home: A week-level study on work engagement, psychological detachment, and affect

Positive Social Interactions and the Human Body at Work: Linking Organizations and Physiology

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