scholarly journals Recovery, work engagement, and proactive behavior: A new look at the interface between nonwork and work.

2003 ◽  
Vol 88 (3) ◽  
pp. 518-528 ◽  
Author(s):  
Sabine Sonnentag
Keyword(s):  
Work Engagement ◽  
Proactive Behavior ◽  
New Look

Daily Fluctuations in Work Engagement

2014 ◽  
Vol 19 (4) ◽  
pp. 227-236 ◽  
Author(s):  
Arnold B. Bakker
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Research Evidence ◽  
Organizational Outcomes ◽  
Reciprocal Relationship ◽  
Proactive Behavior ◽  
Negative Events ◽  
Daily Work ◽  
Work Pressure ◽  
Diary Research

This article presents an overview of the literature on daily fluctuations in work engagement. Daily work engagement is a state of vigor, dedication, and absorption that is predictive of important organizational outcomes, including job performance. After briefly discussing enduring work engagement, the advantages of diary research are discussed, as well as the concept and measurement of daily work engagement. The research evidence shows that fluctuations in work engagement are a function of the changes in daily job and personal resources. Particularly on the days that employees have access to many resources, they are able to cope well with their daily job demands (e.g., work pressure, negative events), and likely interpret these demands as challenges. Furthermore, the literature review shows that on the days employees have sufficient levels of job control, they proactively try to optimize their work environment in order to stay engaged. This proactive behavior is called job crafting and predicts momentary and daily work engagement. An important additional finding is that daily engagement has a reciprocal relationship with daily recovery. On the days employees recover well, they feel more engaged; and engagement during the day is predictive of subsequent recovery. Finding the daily balance between engagement while at work and detachment while at home seems the key to enduring work engagement.

scholarly journals Job Requirements, Resources and Proactive Behavior at Work: The Role of Work Engagement and Stress

Psichologija ◽  
2019 ◽  
Vol 59 ◽  
pp. 8-22
Author(s):  
Marija Miselytė ◽  
Dalia Bagdžiūnienė ◽  
Violeta Jakutė
Keyword(s):  
Work Engagement ◽  
Mental Workload ◽  
Job Demands ◽  
Business Environment ◽  
Work Behavior ◽  
Equation Modeling ◽  
Proactive Behavior ◽  
Theoretical Approaches ◽  
Person Environment Fit ◽  
Proactive Behaviors

Proactive employees are an important part of social capital in modern organizations that operate in a competitive and ever-changing business environment. Proactive behavior (PB) is defined as self-directed and future-oriented actions that are aimed to change the situation, work environment, or oneself (Bindl & Parker, 2010). Proactive workers initiate individual and organizational changes, and they not only respond to work requirements or adapt to environmental conditions (Fritz & Sonnentag, 2009). Therefore, it is important to analyze the work and personal characteristics that may be significant in order to enhance the employees’ PB. The paper presents an empirical study that integrates the theoretical approaches of Proactive Behavior (Parker & Collins, 2010) and Job Demands – Resources (Schaufeli & Bakker, 2004). It is aimed, first, to examine the links between job demands (pace and amount of work, emotional and mental workload), resources (autonomy and feedback), and work engagement and stress with employee strategic proactive behaviors as well as work and person-environment fit proactive behaviors. Second, to determine the role that work engagement and stress have in the relationships between job characteristics and PB types. A total of 386 employees from various Lithuanian organizations were surveyed online. Sixty one percent of the respondents were female; the average age of the respondents was 34.8 (SD = 11.32) years, with an average of 7.3 (SD = 8.22) years of working experience in their organizations. Twenty one percent of the respondents were first-level managers. Most of the respondents (93.6%) had acquired higher education. Structural equation modeling analyses revealed that strategic PB, through engagement as a mediator, was predicted by autonomy, mental workload, and feedback; proactive work behavior was predicted by emotional workload, while mental workload, autonomy, and feedback were related to proactive work behavior through work engagement as a mediator; proactive person-environment fit behavior was predicted only by feedback via work engagement as a mediator. The study has shown that employee PB can be reinforced not only with job resources (autonomy and feedback) but job demands as well (the mental and emotional workload) via the mediative effect of work engagement. Work stress was not related with PB. The practical applications of research findings are discussed.

scholarly journals The contribution of work engagement over proactive personality and proactive work behavior

2018 ◽  
Vol 9 (2) ◽  
pp. 107-116
Author(s):  
Diana-Felicia Marica
Keyword(s):  
Work Engagement ◽  
Practical Implication ◽  
Proactive Personality ◽  
Incremental Validity ◽  
Work Behavior ◽  
Three Dimensions ◽  
Proactive Behavior ◽  
Online Questionnaire ◽  
Student Association

The purpose of this study was to investigate the incremental validity of work engagement over the proactive personality in predicting proactive behavior at work. Thus, it was tested the extent to which work engagement with its dimensions - dedication, absorption, vigor - can predict the proactive behavior at the workplace over the proactive personality. The data was collected through an online questionnaire and the application was made on a sample of 120 participants who were currently working in an organization, student association, or non-governamental organization. The results of the research have shown that work engagement is a predictor of the criterion in the incremental validity model, although, only absorption of all three dimensions has proved to be a statistically significant unic predictor. Theoretical and practical implication will be discussed.

scholarly journals The contribution of work engagement over proactive personality and proactive work behavior

2018 ◽  
Vol 9 (2) ◽  
pp. 107-116
Author(s):  
Diana-Felicia Marica
Keyword(s):  
Work Engagement ◽  
Practical Implication ◽  
Proactive Personality ◽  
Incremental Validity ◽  
Work Behavior ◽  
Three Dimensions ◽  
Proactive Behavior ◽  
Online Questionnaire ◽  
Student Association

The purpose of this study was to investigate the incremental validity of work engagement over the proactive personality in predicting proactive behavior at work. Thus, it was tested the extent to which work engagement with its dimensions - dedication, absorption, vigor - can predict the proactive behavior at the workplace over the proactive personality. The data was collected through an online questionnaire and the application was made on a sample of 120 participants who were currently working in an organization, student association, or non-governamental organization. The results of the research have shown that work engagement is a predictor of the criterion in the incremental validity model, although, only absorption of all three dimensions has proved to be a statistically significant unic predictor. Theoretical and practical implication will be discussed.

scholarly journals The Impact of Self-Efficacy and Work Engagement on Healthcare Professionals’ Proactive Behavior

Health ◽  
2020 ◽  
Vol 12 (04) ◽  
pp. 305-316
Author(s):  
Chrysovalantis Karagkounis ◽  
Georgios Manomenidis ◽  
Charalampos G. Platis ◽  
Evgenia Minasidou ◽  
Thalia Bellali
Keyword(s):  
Work Engagement ◽  
Self Efficacy ◽  
Healthcare Professionals ◽  
Proactive Behavior ◽  
The Impact

The Dark Side of Engagement for Older Workers

2017 ◽  
Vol 16 (4) ◽  
pp. 161-171 ◽  
Author(s):  
Traci Carse ◽  
Barbara Griffin ◽  
Mathew Lyons
Keyword(s):  
Health Behaviors ◽  
Work Engagement ◽  
Older Workers ◽  
Successful Aging ◽  
Retirement Planning ◽  
Dark Side ◽  
One Dimension ◽  
Proactive Behavior ◽  
Unique Challenge ◽  
Work Domain

Abstract. Late-career workers must remain employed for longer, but in doing so face the unique challenge of remaining active and productive at work while not disregarding the need to maintain health and plan for retirement, both of which are necessary for work longevity and successful aging. This study investigated whether work engagement, a motivator of proactive behavior in the work domain, would exhibit a dark side by acting as a de-motivator of proactive behavior in the health and retirement domains. Results from 1917 participants showed that one dimension of engagement, vigor, was positively associated with proactivity across domains. In contrast, absorption, although positively related to proactive behavior at work, was associated with fewer health behaviors and was unrelated to retirement planning.

Repatriates’ Work Engagement: Proactive Behavior, Perceived Support, and Adjustment

2019 ◽  
pp. 089484531988610
Author(s):  
Robinson James
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Support ◽  
Equation Modeling ◽  
Sri Lankan ◽  
Proactive Behavior ◽  
Coworker Support ◽  
Antecedents And Consequences ◽  
Repatriation Adjustment

This article examined the influence of academic repatriates’ proactive behavior, perceived organizational support, and coworker support on repatriation adjustment and work engagement. The study was conducted with a group of 102 (71 males, 31 females) Sri Lankan academic repatriates. Survey data were analyzed using structural equation modeling (SEM). Results indicated that repatriates’ proactive behaviors, perceived organizational, and coworker support had an important role to play in the prediction of repatriation adjustment. Further, results indicated the essential role of individuals, groups, and the organization on repatriation adjustment and work engagement of academic repatriates. By empirically investigating antecedents and consequences of repatriation adjustment of academic repatriates, this study broadens the context of repatriation research. Also, this study introduced adjustment as a predictor of work engagement and found it had more influence on engagement than the perceived support practices among academic repatriates.

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