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      A lifespan perspective on job design: Fitting the job and the worker to promote job satisfaction, engagement, and performance

      , , , ,

      Organizational Psychology Review

      SAGE Publications

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          Most cited references 35

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          PSYCHOLOGICAL CONDITIONS OF PERSONAL ENGAGEMENT AND DISENGAGEMENT AT WORK.

           W. A. Kahn (1990)
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            WORK ENGAGEMENT: A QUANTITATIVE REVIEW AND TEST OF ITS RELATIONS WITH TASK AND CONTEXTUAL PERFORMANCE

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              Early predictors of job burnout and engagement.

              A longitudinal study predicted changes in burnout or engagement a year later by identifying 2 types of early indicators at the initial assessment. Organizational employees (N = 466) completed measures of burnout and 6 areas of worklife at 2 times with a 1-year interval. Those people who showed an inconsistent pattern at Time 1 were more likely to change over the year than were those who did not. Among this group, those who also displayed a workplace incongruity in the area of fairness moved to burnout at Time 2, while those without this incongruity moved toward engagement. The implications of these 2 predictive indicators are discussed in terms of the enhanced ability to customize interventions for targeted groups within the workplace. PsycINFO Database Record (c) 2008 APA, all rights reserved.
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                Author and article information

                Journal
                Organizational Psychology Review
                Organizational Psychology Review
                SAGE Publications
                2041-3866
                2041-3874
                October 03 2012
                October 09 2012
                : 2
                : 4
                : 340-360
                Article
                10.1177/2041386612454043
                © 2012

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