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Psychological capital also seems to be related to work engagement. [7] Example: Xanthopoulou, Bakker, Demerouti, and Schaufeli (2007) studied Dutch technicians' work engagement in relation to three personal resources (self-efficacy, organizational-based self-esteem, and optimism). [35] Results indicated that these resources were related to work ...
Increasing engagement is a primary objective of organizations seeking to understand and measure engagement. Gallup defines employee engagement as being highly involved in and enthusiastic about one's work and workplace; engaged workers are psychological owners, drive high performance and innovation, and move the organization forward.
The term 'psychological safety' was coined by the psychologist and psychotherapist Carl Rogers in the 1950s in the context of establishing the conditions necessary to foster an individual's creativity. According to Rogers, psychological safety is associated with three processes: accepting the individual as of unconditional worth; providing a ...
In 1999, Demerouti and Bakker, [91] with their Oldenburg Burnout Inventory (OLBI), conceptualized burnout in terms of exhaustion and disengagement, linking their conceptualization to the job demands–resources model. Also that year, Wilmar Schaufeli and Arnold Bakker [92] released the Utrecht Work Engagement Scale (UWES). It uses a ...
Affective events theory model Research model. Affective events theory (AET) is an industrial and organizational psychology model developed by organizational psychologists Howard M. Weiss (Georgia Institute of Technology) and Russell Cropanzano (University of Colorado) to explain how emotions and moods influence job performance and job satisfaction. [1]
Recent research emphasizes the critical role of employee emotional well-being in workplace productivity, engagement, and retention. According to Gallup’s 2024 report, a growing number of employees experience stress, burnout, and disengagement, with only 23% of workers worldwide feeling engaged at work.
Organizational support theory [6] says that in order to meet socioemotional needs and to assess the benefits of increased work effort, employees form a general perception concerning the extent to which the organization values their contributions and cares about their well-being. Such POS would increase employees' felt obligation to help the ...
The second is Psychological Empowerment which comes from Social Psychological models and is described as psychological perceptions/attitudes of employees about their work and their organizational roles. A study done by Ahmad et al. found support for the relationship between empowerment and job satisfaction and job commitment.