外文翻譯--員工敬業(yè)度的前因后果-其他專業(yè)-文庫吧資料
2025-01-27 10:01本頁面
【正文】 eciprocity or repayment rules such that the actions of one party lead to a response or actions by the other party. For example, when individuals receive economic and socioemotional resources from their anization, they feel obliged to respond in kind and repay the anization (Cropanzano and Mitchell, 2021). This is consistent with Robinson et al.39。s job (Maslach et al., 2021). According to Maslach et al. (2021), six areas of worklife lead to burnout and engagement: workload, control, rewards and recognition, munity and social support, perceived fairness, and values. They argue that job engagement is associated with a sustainable workload, feelings of choice and control, appropriate recognition and reward, a supportive work munity, fairness and justice, and meaningful and valued work. Like burnout, engagement is expected to mediate the link between these six worklife factors and various work outes. Although both Kahn39。 rewarding coworker and supportive supervisor relations were positive predictors of safety while adherence to coworker norms and selfconsciousness were negative predictors。s selfimage. Engagement has to do with how individuals employ themselves in the performance of their job. Furthermore, engagement involves the active use of emotions and behaviors in addition to cognitions. May et al. (2021, p. 12) also suggest that “engagement may be thought of as an antecedent to job involvement in that individuals who experience deep engagement in their roles should e to identify with their jobs.” In summary, although the definition and meaning of engagement in the practitioner literature often overlaps with other constructs, in the academic literature it has been defined as a distinct and unique construct that consists of cognitive, emotional, and behavioral ponents that are associated with individual role performance. Furthermore, engagement is distinguishable from several related constructs, most notably anizational mitment, anizational citizenship behavior, and job involvement. Employee engagement models and theory Given the limited research on employee engagement, there has been little in the way of model or theory development. However, there are two streams of research that provide models of employee engagement. In his qualitative study on the psychological conditions of personal engagement and disengagement at work, Kahn (1990) interviewed summer camp counselors and anizational members of an architecture firm about their moments of engagement and disengagement at work. Kahn (1990) found that there were three psychological conditions associated with engagement or disengagement at work: meaningfulness, safety, and availability. In other words, workers were more engaged at work in situations that offered them more psychological meaningfulness and psychological safety, and when they were more psychologically available. In the only study to empirically test Kahn39。 it is the degree to which an individual is attentive and absorbed in the performance of their roles. And while OCB involves voluntary and informal behaviors that can help coworkers and the anization, the focus of engagement is one39。s focus on a role.” Burnout researchers define engagement as the opposite or positive antithesis of burnout (Maslach et al., 2021). According to Maslach et al. (2021), engagement is characterized by energy, involvement, and efficacy, the direct opposite of the three burnout dimensions of exhaustion, cynicism, and inefficacy. Research on burnout and engagement has found tha
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