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Organizations need energetic and dedicated employees: people who are engaged with their work. These organizations expect proactivity, initiative and responsibility for personal development from their employees.〔Bakker, A.B., & Leiter, M.P. (Eds.) (2010). Work engagement: A handbook of essential theory and research. New York: Psychology Press〕 Kahn 〔Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33, 692-724〕 was the first scholar to define “personal engagement” as the “…harnessing of organization member’s selves to their work roles: in engagement, people employ and express themselves physically, cognitively, emotionally and mentally during role performances” (p. 694). Based on this definition a questionnaire was developed that assesses three dimensions: cognitive, emotional and physical engagement.〔May, D. R., Gilson, R. L., & Harter, L. M. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of Occupational and Organizational Psychology, 77, 11-37〕 There are two schools of thought with regard to the definition of work engagement. On the one hand Maslach and Leiter (〔Maslach, C., Jackson, S.E., & Leiter, M. (1997). ''The truth about burnout: How organizations cause personal stress and what to do about it.'' San Franscisco, CA: Jossey-Bass〕) assume that a continuum exists with burnout and engagement as two opposite poles. The second school of thought operationalizes engagement in its own right as the positive antithesis of burnout.〔Bakker, A.B., Demerouti, E. (2007). Using the Job Demands-Resources model to predict burnout and performance. Human Resource Management, 43, 83-104〕 According to this approach, work engagement is defined as a positive, fulfilling, work-related state of mind that is characterized by vigor, dedication, and absorption.〔Schaufeli, W.B., Salanova, M., González-Romá, V., & Bakker, A.B. (2002). The measurement of Engagement and burnout: A confirmative analytic approach〕 Vigor is characterized by high levels of energy and mental resilience while working, the willingness to invest effort in one’s work, and persistence even in the face of difficulties; dedication by being strongly involved in one's work, and experiencing a sense of significance, enthusiasm, inspiration, pride, and challenge; and absorption by being fully concentrated and happily engrossed in one’s work, whereby time passes quickly and one has difficulties with detaching oneself from work.〔Schaufeli, W.B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of Engagement and burnout: A confirmative analytic approach. Journal of Happiness Studies, 3, 71-92〕 == As a unique concept == Work engagement as measured by the UWES is positively related with, but can nevertheless be differentiated from, similar constructs such as job involvement and organizational commitment,〔Hallberg, U., & Schaufeli, W.B. (2006). “Same same” but different: Can work engagement be discriminated from job involvement and organizational commitment? European Journal of Psychology, 11, 119-127〕 in-role and extra-role behavior;〔Schaufeli, W.B., Taris, T.W., & Bakker, A. (2006). Dr. Jekyll and Mr. Hyde: On the differences between work engagement and workaholism. In: R. Burke (Ed), Work hours and work addiction (pp. 193-252). Edward Elgar: Northampton, UK〕 personal initiative,〔Salanova, M., & Schaufeli, W.B. (2008). A cross-national study of work engagement as a mediator between job resources and proactive behavior: A cross-national study. International Journal of Human Resources Management, 19, 226-231〕 Type A,〔Hallberg, U., Johansson, G. & Schaufeli, W.B. (2007). Type A behaviour and work situation: Associations with burnout and work engagement. Scandinavian Journal of Psychology, 48, 135-142〕 and workaholism.〔Schaufeli, W.B., Taris, T.W., & Van Rhenen, W. (2008). Workaholism, burnout and engagement: Three of a kind or three different kinds of employee well-being? Applied Psychology: An International Review, 57, 173-203〕 Moreover, engaged workers are characterized by low levels of burnout,〔González-Roma, V., Schaufeli, W.B., Bakker, A., Lloret, S. (2006). Burnout and engagement: Independent factors or opposite poles? Journal of Vocational Behaviour, 68, 165-174〕 as well as by low levels of neuroticism and high levels of extraversion.〔Langelaan, S., Bakker, A.B., Van Doornen, L.J.P. & Schaufeli, W.B. (2006). Burnout and work engagement: Do individual differences make a difference? Personality and Individual Differences, 40, 521-532〕 Also they enjoy good mental and physical health.〔 抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』 ■ウィキペディアで「Work engagement」の詳細全文を読む スポンサード リンク
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