The drivers of work engagement: A meta-analytic review of longitudinal evidence

Lesener, Tino; Gusy, Burkhard; Jochmann, Anna; Wolter, Christine

doi:10.1080/02678373.2019.1686440

Cited by 110 publications

(125 citation statements)

References 44 publications

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“…In the current study, these traits were not significantly related to work engagement. The current study provides additional support to earlier results, which attributed a prominent role to job resources, mainly located at the organizational level, in the etiology of engagement [ 61 ]. By excluding any relationship between obsessive–compulsive traits and work engagement, the current findings confirm the different motivational dynamics that prompt workaholic vs. engaged employees.…”

Section: Discussionsupporting

confidence: 88%

“…This evidence is consistent with previous results on autonomous regulation as a root mechanism leading engaged employees to invest extraordinary effort and time in work-related activities. Through a self-regulated process, engaged individuals freely choose to perform HWI because they enjoy their job and perceive it as enriching and stimulating [ 61 ]. This result agrees with the definition of work engagement as a harmonious passion, leading individuals to engage in a specific activity that is recognized as meaningful and represents them [ 65 ].…”

Section: Discussionmentioning

confidence: 99%

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Same Involvement, Different Reasons: How Personality Factors and Organizations Contribute to Heavy Work Investment

Mazzetti

Guglielmi

Schaufeli

2020

IJERPH

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The academic literature has drawn a clear distinction between a positive form (i.e., work engagement) and a negative form (i.e., workaholism) of heavy work investment (HWI). Nevertheless, the different weight of individual and situational factors contributing to their development was not thoroughly explored. This study aims to investigate the role of individual variables (i.e., obsessive–compulsive traits, achievement orientation, perfectionism, and conscientiousness) and situational factors (i.e., job demands and overwork climate) regarding engagement and workaholism simultaneously. Hypotheses were tested using a sample of 523 Italian employees. Results of structural equation modeling revealed that overwork climate and job demands were conversely related to engagement and workaholism, with job demand reporting the strongest association with workaholism. Furthermore, fear of failure was the only individual factor showing a significant and opposite relationship with workaholism and engagement. In contrast, perfectionism was positively associated with both forms of HWI. These results shed light on the potential effectiveness of intervention strategies focused on the employees and organizations in preventing workaholism and promoting engagement.

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Section: Discussionsupporting

confidence: 88%

Section: Discussionmentioning

confidence: 99%

Same Involvement, Different Reasons: How Personality Factors and Organizations Contribute to Heavy Work Investment

Mazzetti

Guglielmi

Schaufeli

2020

IJERPH

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“…The construct of sustainable careers is still being developed, and how to best operationalize the construct and define the relationships between the different indicators is challenging [65]. In our study, we focused on one indicator, happiness (work engagement), as a potential resource and driver for other sustainable career indicators, since work engagement has been evidenced to relate to many positive employee and organizational outcomes [10,25]. This means that these findings also support the happy-productive worker thesis [66].…”

Section: Theoretical Implicationsmentioning

confidence: 79%

“…Much research has shown that engaged employees indeed seem to possess surplus resources that can lead to further resource gains, as work (or employee) engagement has been found to be positively linked to many employee and organizational outcomes [10,25], such as job performance [26], business-unit productivity measures [6], customer loyalty [27], (fewer) sickness absences [28], and work ability [29]. In addition, work engagement has been associated with better health and general well-being; for instance, healthy cardiac autonomic activity [30], mental health in terms of low levels of depression and high levels of life satisfaction [31], better cortisol suppression in response to dexamethasone [32], lower systolic blood pressure [33], less future burnout [34] and less negative and more positive spillover from work to family life [24].…”

Section: Work Engagement and Its Outcomesmentioning

confidence: 99%

The Impact of Work Engagement on Future Occupational Rankings, Wages, Unemployment, and Disability Pensions—A Register-Based Study of a Representative Sample of Finnish Employees

2021

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Despite ample interest in the potential consequences of work engagement over the last two decades, the question of whether work engagement predicts proximal and more distal career-related outcomes has gained surprisingly little attention. Using Conservation of Resources (COR) theory and a sustainable careers framework, the aim of this study was to investigate whether work engagement predicts register-based outcomes of wages, moves in occupational rankings, unemployment, and disability pensions. We used nationally representative survey data (n = 4876; response rate 68.7%) on Finnish employees derived from the Quality of Work Life Survey (QWLS) and matched respondent data to the Finnish Longitudinal Employer–Employee Data (FLEED), which covered the period 2013–2015. We utilized ordinary least squares (OLS) and instrumental variable (IV) estimations to strengthen causality in the analyses. Even after controlling for outcomes at baseline and several covariates, e.g., health, we found that work engagement positively predicted future wages and the probability of rising in occupational rankings, and negatively predicted future unemployment and disability pensions. This study extends the scope of the possible benefits of work engagement for employees, organizations, and society at large and contributes to career research by indicating the importance of work engagement for objectively measured indicators of sustainable careers.

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“…This has partly been illustrated during the last decades by research on work engagement ( Bakker and Demerouti, 2008 ), defined as a “positive, fulfilling, work-related state characterized by vigor, dedication, and absorption.” ( Schaufeli et al, 2002 , p. 74). Publications on work engagement, particularly in nursing, have increased the last decade resulting in several recent systematic reviews (e.g., Keyko et al, 2016 ; Knight et al, 2017 ; Knight et al, 2019 ; Lesener et al, 2019 ). Results from these studies show higher levels of work engagement to be associated with positive outcomes, e.g., higher levels of job performance ( Keyko et al, 2016 ), lower levels of intention to leave ( De Simone et al, 2018 ; Wan et al, 2018 ), and higher levels of perceived work ability ( Tomietto et al, 2018 ).…”

Section: Introductionmentioning

confidence: 99%

Psychological Flexibility and Its Relationship to Distress and Work Engagement Among Intensive Care Medical Staff

et al. 2020

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Intensive care settings place specific work-related demands on health care professionals that may elicit stress and negatively influence occupational health and work engagement. Psychological flexibility has emerged as a promising construct that could help explain variation in reported health. Understanding the role of psychological flexibility in occupational psychological health among intensive care medical staff may potentially guide the development of effective interventions. Thus, the present study evaluated the relationships between psychological flexibility (Work-related Acceptance and Action Questionnaire), distress (Perceived Stress Scale, General Health Questionnaire) and work engagement (Utrecht Work Engagement Scale) in a sample of 144 health care professionals from one adult (ICU, N = 98) and one pediatric (PICU, N = 46) intensive care unit. In addition to cross-sectional analyses, a subset of data (PICU, N = 46) was analyzed using a longitudinal design. Results illustrated that higher levels of distress were associated with lower levels of work engagement. Furthermore, psychological flexibility was related to greater work engagement, and psychological flexibility had a significant indirect effect on the relationship between distress and work engagement. Lastly, increased psychological flexibility over time corresponded with increased work engagement. Although tentative, the results suggest the importance of psychological flexibility for work engagement in health care professionals within intensive care settings.

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The drivers of work engagement: A meta-analytic review of longitudinal evidence

Cited by 110 publications

References 44 publications

Same Involvement, Different Reasons: How Personality Factors and Organizations Contribute to Heavy Work Investment

Same Involvement, Different Reasons: How Personality Factors and Organizations Contribute to Heavy Work Investment

The Impact of Work Engagement on Future Occupational Rankings, Wages, Unemployment, and Disability Pensions—A Register-Based Study of a Representative Sample of Finnish Employees

Psychological Flexibility and Its Relationship to Distress and Work Engagement Among Intensive Care Medical Staff

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