Work engagement, performance, and active learning: The role of conscientiousness

The Antecedents Affecting Employee Engagement and Organizational Performance

“…Perrin,(2003) used the definition 'employees' as the willingness and ability to help their hotels succeed, largely by providing discretionary effort on a sustainable basis." According to a study by (Bakker et al, 2012;Karatepe & Olugbade, 2009;Ludwig & Frazier, 2012;Markos & Sridevi, 2010;Wheeler et al, 2012), engagement is affected by many factors involving both emotional and rational factors relating to work and the overall work experience. Robinson et al,(2004) defined employee engagement as "a positive attitude held by the employee towards the organization and its value.…”

“…Several studies have claimed that employee engagement expects employee outcomes, financial performance and organizational success (Basbous, 2011;Ellinger et al;Medlik & Ingram, 2000). Employees who are engaged are more likely to stay with their current organization and stay committed to their organization (Bakker et al, 2012;Wildermuth & Pauken., 2008;De Clercq et al, 2010;Karatepe & Olugbade, 2009). Apparently, employees who are not engaged will affect hotel performance through higher absenteeism, higher turnover, lower productivity, and recruitment and training cost.…”

Salud laboral y bienestar: Incorporación de modelos positivos a la comprensión y prevención de los riesgos psicosociales del trabajo

“…Los trabajadores con engagement manifiestan energía y dedicación en su trabajo 22 . Las investigaciones han demostrado que engagement está relacionado con una buena realización laboral 23,24 , satisfacción de los clientes 25 , beneficios económicos para las empresas 26 y bienestar laboral 6 .…”

“…La mayoría de las investigaciones sobre engagement se han desarrollado de acuerdo con el modelo de demandas y recursos laborales que se ha definido anteriormente 15 ( Job DemandsResources model) donde se considera que el trabajador haría frente a las exigencias laborales a través de los recursos laborales. Desde este punto de vista, previos estudios han mostrado que los recursos laborales y personales facilitan engagement 32,22,33 . Los recursos laborales se refieren a los aspectos del trabajo que ayudan a manejar adecuadamente las demandas laborales, que permiten un óptimo funcionamiento, la consecución de objetivos y estimulan el crecimiento personal 15 .…”

The Performance of Forestry Human Resources in Licensing Forest Utilization, The Lease of Forest Area, and The Release of Forest Area

“…Associated with the performance of human resources (HR), Bartel AP et al (2011) and Bakker AB et al (2012) states that achievement motivation (giving duties and responsibilities, freedom to be creative and initiative, providing feedback on given tasks) and organizational culture (setting norms/employee behavior, exemplary actions of leaders, clarity and fairness of standard assessment and decision-making, cooperation and good interpersonal communication) have positive influence on human performance improvement. Additionally, compensation and assessment of work systems influence human behavior which in turn affects the performance of HR (Wirawan 2009).…”