Work disengagement: A review of the literature

Engagement and disengagement with Sustainable Development: Further conceptualization and evidence of validity for the Engagement/Disengagement in Sustainable Development Inventory (EDiSDI)

“…In this way, indicators of disengagement have included a lack of behavioral effort or persistence, disaffected thoughts (mental withdrawal and lack of attention), and disaffected emotions such as anxiety, sadness, and boredom (Skinner, Kindermann, & Furrer, 2009). Only more recently has disengagement been defined as a distinct construct from engagement, reflecting the presence of maladaptive processes and states that are not evident in the absence of engagement (Afrahi, Blenkinsopp, Fernandez de Arroyabe, & Karim, 2021;Kahn, 1990;Moreira, Ramalho, & Inman, 2020;Wang, Fredricks, Ye, Hofkens, & Linn, 2019). This aligns with a current consensus that accurate models of human behavior need to acknowledge the complex interactions between psychological mechanisms underlying positive and negative functioning Moreira, Inman, & Cloninger, 2021b).…”

“…Contributions of psychology to limiting climate change. American Psychologist, 66 (4), 303-314. https://doi.org/10.1037/a0023235 Stern, P. C., Dietz, T., Abel, T., Guagnano, G. A., & Kalof, L. (1999) (12), 1494-1508. https://doi.org/10.1177/0146167203256921 Zaff, J., Boyd, M., Li, Y., Lerner, J. V., & Lerner, R. M. (2010). Active and engaged citizenship: Multi-group and longitudinal factorial analysis of an integrated construct of civic engagement.…”

The Spillover Effect of Life Satisfaction on Customer Satisfaction: The Mediating Role of Service-Oriented Organizational Citizenship and the Moderating Role of Competition Climate

“…The theory also holds that those who possess resources are more capable of gaining more, and, in addition, that initial resource gain begets future such gain, thus generating “gain spirals” [ 15 ], meaning that individuals with high life satisfaction are more likely to accumulate resources at work. According to previous studies, individuals with rich working resources tend to have higher work engagement [ 20 , 21 , 22 , 23 ], and highly engaged employees are more willing to do work beyond their duties [ 24 , 25 ]. In other words, life satisfaction can positively predict organizational citizenship behavior.…”

“…In accordance with the work–family enrichment model, we posit that higher life satisfaction leads to more organizational citizenship behavior [ 17 ] through increasing employee job satisfaction [ 16 , 18 , 19 ]. Moreover, according to the COR theory, individuals possessing rich job resources are more likely to be highly engaged in work [ 20 , 21 , 22 , 23 ] and thus demonstrate more organizational citizenship behavior [ 24 , 25 ]. In addition, service-oriented OCB is vital for customer service quality [ 26 , 27 , 28 ].…”

Not My Job, I Do Not Want to Do It: The Effect of Illegitimate Tasks on Work Disengagement

“…Compared with explicit negative behaviors, negative working statuses are more harmful and far-reaching because they are difficult to be detected and controlled. Work disengagement (WD) is such a kind of negative working status and is originally conceptualized in relation to work engagement ( Kahn, 1990 ), indicating that employees disengage themselves from their work role and show a mismatch or incompatibility between their ego and their job role ( Afrahi et al, 2021 ). According to SOS theory, illegitimate tasks goes against employees’ perceptions and expectations of their job role ( Semmer et al, 2010 , 2015 ), which can lower employees’ self-esteem and evoke negative emotions, inducing resistance to illegitimate tasks and causing employees to exhibit physical, cognitive and emotional withdrawal and self-defense during work role-playing.…”