engage.bib

@article{cole2012job,
  title={Job burnout and employee engagement: A meta-analytic examination of construct proliferation},
  author={Cole, Michael S and Walter, Frank and Bedeian, Arthur G and O’Boyle, Ernest H},
  journal={Journal of management},
  volume={38},
  number={5},
  pages={1550--1581},
  year={2012},
  publisher={Sage Publications Sage CA: Los Angeles, CA}
}

@article{taris2017burnout,
  title={Burnout and engagement: Identical twins or just close relatives?},
  author={Taris, Toon W and Ybema, Jan Fekke and van Beek, Ilona},
  journal={Burnout research},
  volume={5},
  pages={3-11},
  year={2017},
  publisher={Elsevier}
}

@article{timms2012burnt,
  title={Burnt-out but engaged: the co-existence of psychological burnout and engagement},
	volume = {50},
	number = {3},
  author={Timms, Carolyn and Brough, Paula and Graham, Deborah},
  journal={Journal of Educational Administration},
  year={2012},
  pages = {327-345},
  publisher={Emerald Group Publishing Limited}
}

@article{maslach_early_2008,
	title = {Early predictors of job burnout and engagement.},
	volume = {93},
	number = {3},
	journal = {Journal of applied psychology},
	author = {Maslach, Christina and Leiter, Michael P.},
	year = {2008},
	note = {Publisher: American Psychological Association},
	pages = {498-512},
	file = {Full Text:C\:\\Users\\John-o\\Zotero\\storage\\KPKG8KLU\\Maslach and Leiter - 2008 - Early predictors of job burnout and engagement..pdf:application/pdf;Snapshot:C\:\\Users\\John-o\\Zotero\\storage\\L6AAZ3RC\\doiLanding.html:text/html}
}

@article{maslach1997causes,
  title={What causes burnout},
  author={Maslach, C and Leiter, MP},
  journal={Maslach C, Leiter MP. The Truth About Burnout: How Organizations Cause Personal Stress and What to Do about It. San Francisco, CA: Josey-Bass Publishers},
  pages={38--60},
  year={1997}
}

@incollection{schaufeli_conceptualization_2010,
	title = {The conceptualization and measurement of work engagement},
	author = {Schaufeli, Wilmar and Bakker, Ab},
	editor = {Schaufeli, Wilmar and Bakker, AB and Leiter, MP},
	booktitle = {Work engagement: A handbook of essential theory and research},
	month = jan,
	year = {2010},
	pages = {10-24},
	publisher = {Psychology Press},
	address = {New York},
	note = {Publisher: Psychology Press}
}

@article{pachankis_psychological_2007,
	title = {The {Psychological} {Implications} of {Concealing} a {Stigma}: {A} {Cognitive}–{Affective}–{Behavioral} {Model}},
	volume = {133},
	shorttitle = {The {Psychological} {Implications} of {Concealing} a {Stigma}},
	doi = {10.1037/0033-2909.133.2.328},
	abstract = {Many assume that individuals with a hidden stigma escape the difficulties faced by individuals with a visible stigma. However, recent research has shown that individuals with a concealable stigma also face considerable stressors and psychological challenges. The ambiguity of social situations combined with the threat of potential discovery makes possessing a concealable stigma a difficult predicament for many individuals. The increasing amount of research on concealable stigmas necessitates a cohesive model for integrating relevant findings. This article offers a cognitive-affective-behavioral process model for understanding the psychological implications of concealing a stigma. It ends with discussion of potential points of intervention in the model as well as potential future routes for investigation of the model.},
	journal = {Psychological bulletin},
	author = {Pachankis, John},
	month = apr,
	year = {2007},
	pages = {328--45},
}

@article{mansolf_when_2017,
	title = {When and why the second-order and bifactor models are distinguishable},
	volume = {61},
	journal = {Intelligence},
	author = {Mansolf, Maxwell and Reise, Steven P.},
	year = {2017},
	note = {Publisher: Elsevier},
	pages = {120--129},
	file = {Full Text:C\:\\Users\\kulasj\\Zotero\\storage\\34UC742Y\\S0160289616301878.html:text/html},
}

@book{rosenberg_cognitive_1960,
	title = {Cognitive, affective, and behavioral components of attitudes},
	journal = {Attitude organization and change},
	author = {Rosenberg, Milton J.},
	year = {1960},
	note = {Publisher: Yale University Press},
	file = {Snapshot:C\:\\Users\\kulasj\\Zotero\\storage\\A4QSAKW3\\10015436767.html:text/html},
}

@article{kaiser_campbell_2019,
	title = {The {Campbell} {Paradigm} as a {Behavior}-{Predictive} {Reinterpretation} of the {Classical} {Tripartite} {Model} of {Attitudes}},
	volume = {24},
	issn = {1016-9040},
	url = {https://www.ncbi.nlm.nih.gov/pmc/articles/PMC7039345/},
	doi = {10.1027/1016-9040/a000364},
	abstract = {Abstract. In this article, we introduce the “Campbell
Paradigm” as a novel variant of  tripartite model of
attitudes. The Campbell Paradigm is based on a highly restricted measurement
model that speaks of a compensatory relation between a person’s latent
attitude and the costs that come with any specific behavior. It overcomes the
overarching weakness of the original tripartite model (i.e., its relative
irrelevance for actual behavior) and offers a parsimonious explanation for
behavior. Even though this seems attractive, we also discuss why the paradigm
has not gained momentum in the 50 years since it was originally proposed
by Donald T. Campbell. To demonstrate the paradigm’s suitability even
when implemented with an unrefined instrument in a domain where it has not been
used previously, we apply the paradigm to a classic data example from attitude
research from the 1984 US presidential election to account for the
electorate’s voting intentions and actual voting behaviors.},
	number = {4},
	urldate = {2021-05-03},
	journal = {European Psychologist},
	author = {Kaiser, Florian G. and Wilson, Mark},
	year = {2019},
	pmid = {32116425},
	pmcid = {PMC7039345},
	pages = {359--374},
	file = {PubMed Central Full Text PDF:C\:\\Users\\kulasj\\Zotero\\storage\\UMBZANTC\\Kaiser and Wilson - 2019 - The Campbell Paradigm as a Behavior-Predictive Rei.pdf:application/pdf},
}

@article{meyer_three-component_1991,
	title = {A three-component conceptualization of organizational commitment},
	volume = {1},
	number = {1},
	journal = {Human resource management review},
	author = {Meyer, John P. and Allen, Natalie J.},
	year = {1991},
	note = {Publisher: Elsevier},
	pages = {61--89},
	file = {Full Text:C\:\\Users\\kulasj\\Zotero\\storage\\9FKJQJ66\\openurl.html:text/html;Snapshot:C\:\\Users\\kulasj\\Zotero\\storage\\TJB6JZ8G\\105348229190011Z.html:text/html},
}

@article{elloy_examination_1991,
	title = {An examination of the correlates of job involvement},
	volume = {16},
	url = {http://ezproxy.montclair.edu:2048/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=psyh&AN=1991-29008-001&site=eds-live&scope=site},
	doi = {10.1177/105960119101600204},
	abstract = {Investigated the conclusions drawn by S. Rabinowitz and D. T. Hall (see record [rid]1977-26493-001[/rid]) and F. E. Saal (see record [rid]1979-24981-001[/rid]) concerning the portions of common variance shared with job involvement by combinations of personal and situational characteristics and outcome variables. Surveys were completed by 387 Ss. Correlation and regression results generally support the previous findings and Rabinowitz and Hall's profile of the job-involved employee. Situational characteristics and outcome variables each displayed comparable amounts of common variance with job involvement, and they displayed considerably more common variance than personal characteristics. (PsycINFO Database Record (c) 2016 APA, all rights reserved)},
	number = {2},
	urldate = {2021-05-03},
	journal = {Group \& Organization Studies},
	author = {Elloy, David F. and Everett, James E. and Flynn, W. Randolph},
	month = jun,
	year = {1991},
	note = {Publisher: Sage Publications},
	keywords = {Blue Collar Workers, Job Characteristics, job involvement, Job Involvement, ore processing plant employees, personal \& situational characteristics \& outcome variables},
	pages = {160--177},
}

@article{ferris_added_1984,
	title = {Added value productivity schemes and employee participation},
	volume = {22},
	issn = {1038-4111},
	url = {http://ezproxy.montclair.edu:2048/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=psyh&AN=2013-23190-006&site=eds-live&scope=site},
	doi = {10.1177/103841118402200406},
	abstract = {The return to a highly centralised system of wage fixation with its present constraint on productivity-based wage increases and the current resurgence of interest in employee participation could promote an interest in added value productivity schemes in the next few years. This article examines the mechanics of such schemes and, drawing upon United Kingdom evidence, the authors argue that employee participation in scheme design and implemenation is a necessary, but not sufficient, condition for scheme success. Strategic decisions must be made by management in four key scheme-organisation relationship areas, if productivity based schemes are to make an effective contribution to improved organisational performance. For management to make these decisions, extensive employee participation is required throughout the organisation and through all phases of the payment scheme. Productivity schemes introduced in haste with limited employee participation may at best achieve several short term goals, but the contribution such schemes can make to the strategic planning of the organisation will be lost. (PsycINFO Database Record (c) 2016 APA, all rights reserved)},
	number = {4},
	urldate = {2021-05-03},
	journal = {Asia Pacific Journal of Human Resources},
	author = {Ferris, Robert and Hellier, Phillip},
	month = nov,
	year = {1984},
	note = {Publisher: Wiley-Blackwell Publishing Ltd.},
	keywords = {decision making, Decision Making, Employee Attitudes, Employee Engagement, employee participation, management methods, Management Methods, Organizational Effectiveness, organizational performance, Productivity, productivity schemes, Salaries, wage fixation},
	pages = {35--44},
}

@book{eagly_psychology_1993,
	title = {The psychology of attitudes},
	publisher = {Harcourt Brace Jovanovich College Publishers},
	author = {Eagly, Alice H. and Chaiken, Shelly},
	date = {1993},
}

@article{simpson_engagement_2009,
	title = {Engagement at work: A review of the literature},
	volume = {46},
	shorttitle = {Engagement at work},
	pages = {1012--1024},
	number = {7},
	journaltitle = {International journal of nursing studies},
	author = {Simpson, Michelle R.},
	date = {2009},
}

@article{leiter_areas_2003,
	title = {Areas of worklife: A structured approach to organizational predictors of job burnout},
	volume = {3},
	shorttitle = {Areas of worklife},
	pages = {91--134},
	number = {1},
	journaltitle = {Research in occupational stress and well being},
	author = {Leiter, Michael P. and Maslach, Christina},
	date = {2003},
}

@article{rothbard_enriching_2001,
	title = {Enriching or depleting? The dynamics of engagement in work and family roles},
	volume = {46},
	shorttitle = {Enriching or depleting?},
	pages = {655--684},
	number = {4},
	journaltitle = {Administrative science quarterly},
	author = {Rothbard, Nancy P.},
	date = {2001},
}

@article{saks_antecedents_2006,
	title = {Antecedents and consequences of employee engagement},
	journaltitle = {Journal of managerial psychology},
	author = {Saks, Alan M.},
	date = {2006},
}

@phdthesis{leone_relation_1995,
	title = {The relation of work climate, higher order need satisfaction, need salience, and causality orientations to work engagement, psychological adjustment, and job satisfaction},
	abstract = {This study explored the contribution of various work climate and motivation variables to work engagement, psychological adjustment, and job satisfaction in a marketing research organization. It was hypothesized that work climate variables related to feedback, structure, and autonomy support, along with individuals' general causality orientations (i.e., predisposition toward interpreting environmental stimuli), would predict the extent to which they would perceive their higher order needs for autonomy, relatedness, and competence as being satisfied at work. It was also predicted that intrinsic need salience would moderate the relationship between higher order need satisfaction and work engagement. Lastly, it was hypothesized that work engagement would mediate the relationship between (1) the interaction of higher order need salience and higher order need satisfaction, and (2) the outcomes of job satisfaction, self-esteem, and psychological adjustment. Subjects were 139 employees of one company in Western New York who were asked to report perceptions of their work context, along with both higher order need salience and higher order need satisfaction. Their general causality orientations, as well as work satisfaction and psychological adjustment were also assessed. Findings support the positive role of the work climate in predicting higher order need satisfaction, which in turn, predicted work engagement. Higher order need satisfaction also predicted job satisfaction, self-esteem, and psychological adjustment. The expected influence of causality orientations and need salience in this study was not found. Also, the mediational role of work engagement in the relationship between the satisfaction of higher order needs and the three outcome variables of job satisfaction, self-esteem, and psychological adjustment was not confirmed. Implications of these findings along with directions for future research are discussed. (PsycINFO Database Record (c) 2016 APA, all rights reserved)},
	urldate = {2021-05-03},
	school = {ProQuest Information \& Learning},
	author = {Leone, Dean Roger},
	month = nov,
	year = {1995},
	note = {Issue: 5-B
Journal Abbreviation: Dissertation Abstracts International: Section B: The Sciences and Engineering
Pages: 2917
Publication Title: Dissertation Abstracts International: Section B: The Sciences and Engineering
Volume: 56},
	keywords = {Business and Industrial Personnel, Causality, Emotional Adjustment, Employee Attitudes, Employee Engagement, Employee Motivation, Job Involvement, Job Satisfaction, marketing research company employees, Need Satisfaction, Self-Esteem, work climate \& higher order need satisfaction \& need salience \& causality orientations, work engagement \& psychological adjustment \& job satisfaction, Working Conditions},
}

@article{staw_employee_1994,
	title = {Employee positive emotion and favorable outcomes at the workplace},
	volume = {5},
	number = {1},
	journal = {Organization Science},
	author = {Staw, Barry M. and Sutton, Robert I. and Pelled, Lisa H.},
	year = {1994},
	note = {Publisher: INFORMS},
	pages = {51--71},
	file = {Full Text:C\:\\Users\\kulasj\\Zotero\\storage\\YP2MKY72\\Staw et al. - 1994 - Employee positive emotion and favorable outcomes a.pdf:application/pdf;Snapshot:C\:\\Users\\kulasj\\Zotero\\storage\\M4TV47NT\\orsc.5.1.html:text/html},
}

@article{coffman_hard_1999,
	title = {A hard look at soft numbers},
	journal = {Position paper, Gallup Organization},
	author = {Coffman, Curt and Harter, Jim},
	year = {1999},
	file = {Full Text:C\:\\Users\\kulasj\\Zotero\\storage\\CM9NSZGD\\Coffman and Harter - 1999 - A hard look at soft numbers.pdf:application/pdf},
}

@article{schaufeli_measurement_2002,
	title = {The measurement of engagement and burnout: A two sample confirmatory factor analytic approach},
	volume = {3},
	shorttitle = {The measurement of engagement and burnout},
	pages = {71--92},
	number = {1},
	journaltitle = {Journal of Happiness studies},
	author = {Schaufeli, Wilmar B. and Salanova, Marisa and González-Romá, Vicente and Bakker, Arnold B.},
	date = {2002},
}

@article{anseel_response_2010,
	title = {Response rates in organizational science, 1995–2008: A meta-analytic review and guidelines for survey researchers},
	volume = {25},
	issn = {1573-353X(Electronic),0889-3268(Print)},
	doi = {10.1007/s10869-010-9157-6},
	shorttitle = {Response rates in organizational science, 1995–2008},
	abstract = {Purpose: This study expands upon existing knowledge of response rates by conducting a large-scale quantitative review of published response rates. This allowed a fine-grained comparison of response rates across respondent groups. Other unique features of this study are the analysis of response enhancing techniques across respondent groups and response rate trends over time. In order to aid researchers in designing surveys, we provide expected response rate percentiles for different survey modalities. Design: We analyzed 2,037 surveys, covering 1,251,651 individual respondents, published in 12 journals in I/O Psychology, Management, and Marketing during the period 1995–2008. Expected response rate levels were summarized for different types of respondents and use of response enhancing techniques was coded for each study. Findings: First, differences in mean response rate were found across respondent types with the lowest response rates reported for executive respondents and the highest for non-working respondents and non-managerial employees. Second, moderator analyses suggested that the effectiveness of response enhancing techniques was dependent on type of respondents. Evidence for differential prediction across respondent type was found for incentives, salience, identification numbers, sponsorship, and administration mode. When controlling for increased use of response enhancing techniques, a small decline in response rates over time was found. Implications: Our findings suggest that existing guidelines for designing effective survey research may not always offer the most accurate information available. Survey researchers should be aware that they may obtain lower/ higher response rates depending on the respondent type surveyed and that some response enhancing techniques may be less/more effective in specific samples. Originality/value: This study, analyzing the largest set of published response rates to date, offers the first evidence for different response rates and differential functioning of response enhancing techniques across respondent types. ({PsycINFO} Database Record (c) 2016 {APA}, all rights reserved)},
	pages = {335--349},
	number = {3},
	journaltitle = {Journal of Business and Psychology},
	author = {Anseel, Frederik and Lievens, Filip and Schollaert, Eveline and Choragwicka, Beata},
	date = {2010},
	note = {Place: Germany
Publisher: Springer},
	keywords = {Industrial and Organizational Psychology, Response Frequency, Surveys},
	file = {Full Text:C\:\\Users\\garciaprier1\\Zotero\\storage\\3H3LVBEB\\Anseel et al. - 2010 - Response rates in organizational science, 1995–200.pdf:application/pdf;Snapshot:C\:\\Users\\garciaprier1\\Zotero\\storage\\3N8ULS2E\\2010-16063-002.html:text/html},
}

@book{avery_flexible_2001,
	title = {The flexible workplace: A sourcebook of information and research},
	shorttitle = {The flexible workplace},
	publisher = {Greenwood Publishing Group},
	author = {Avery, Christine and Zabel, Diane},
	date = {2001},
	file = {Snapshot:C\:\\Users\\garciaprier1\\Zotero\\storage\\D58IMSQV\\books.html:text/html},
}

@book{goluboff_law_2001,
	title = {The law of telecommuting},
	publisher = {Ali-aba},
	author = {Goluboff, Nicole Belson},
	date = {2001},
	file = {Snapshot:C\:\\Users\\garciaprier1\\Zotero\\storage\\5ZAMA9PF\\books.html:text/html},
}

@online{us_epa_1990_2015,
	title = {1990 Clean Air Act Amendment Summary},
	url = {https://www.epa.gov/clean-air-act-overview/1990-clean-air-act-amendment-summary},
	abstract = {In 1989, President George W. Bush proposed revisions to the Clean Air Act designed to curb acid rain, urban air pollution, and toxic air emissions. The proposal also called for establishing a national permits program.},
	titleaddon = {{US} {EPA}},
	type = {Other Policies and Guidance},
	author = {{US} {EPA}, {OAR}},
	urldate = {2020-11-18},
	date = {2015-05-29},
	langid = {english},
	file = {Snapshot:C\:\\Users\\garciaprier1\\Zotero\\storage\\AN5F35WK\\1990-clean-air-act-amendment-summary.html:text/html},
}

@online{noauthor_work_nodate,
	title = {Work at Home/Telework as a Reasonable Accommodation {\textbar} U.S. Equal Employment Opportunity Commission},
	url = {https://www.eeoc.gov/laws/guidance/work-hometelework-reasonable-accommodation},
	urldate = {2020-11-18},
	file = {Work at Home/Telework as a Reasonable Accommodation | U.S. Equal Employment Opportunity Commission:C\:\\Users\\garciaprier1\\Zotero\\storage\\6JG9RHDC\\work-hometelework-reasonable-accommodation.html:text/html},
}

@online{noauthor_jack_2020,
	title = {Jack Nilles tried to ignite a work-from-home trend 48 years ago. It’s finally here},
	url = {https://blogs.lawrence.edu/news/2020/08/jack-nilles-tried-to-ignite-a-work-from-home-trend-48-years-ago-its-finally-here.html},
	abstract = {Jack Nilles '54 Story by Ed Berthiaume / Communications For all the Lawrentians out there who are working from home, communicating with the office from afar for reasons of choice or pandemic-related necessity, take heart in this fun connection. The scientist who was perhaps the earliest champion of working remotely, who has been called the…},
	titleaddon = {Lawrence University News},
	urldate = {2020-11-18},
	date = {2020-08-17},
	langid = {american},
	note = {Section: Alumni},
	file = {Snapshot:C\:\\Users\\garciaprier1\\Zotero\\storage\\2HVENC3J\\jack-nilles-tried-to-ignite-a-work-from-home-trend-48-years-ago-its-finally-here.html:text/html},
}

@article{harter_business-unit-level_2002,
	title = {Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: a meta-analysis.},
	doi = {10.1037/0021-9010.87.2.268},
	shorttitle = {Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes},
	abstract = {Based on 7,939 business units in 36 companies, this study used meta-analysis to examine the relationship at the business-unit level between employee satisfaction-engagement and the business-unit outcomes of customer satisfaction, productivity, profit, employee turnover, and accidents. Generalizable relationships large enough to have substantial practical value were found between unit-level employee satisfaction-engagement and these business-unit outcomes. One implication is that changes in management practices that increase employee satisfaction may increase business-unit outcomes, including profit.},
	journaltitle = {The Journal of applied psychology},
	author = {Harter, James K. and Schmidt, F. and Hayes, T.},
	date = {2002},
	file = {Full Text PDF:C\:\\Users\\garciaprier1\\Zotero\\storage\\GXR5RXWI\\Harter et al. - 2002 - Business-unit-level relationship between employee .pdf:application/pdf},
}

@article{kahn_psychological_1990,
	title = {Psychological conditions of personal engagement and disengagement at work},
	volume = {33},
	pages = {692--724},
	number = {4},
	journaltitle = {Academy of management journal},
	author = {Kahn, William A.},
	date = {1990},
	note = {Publisher: Academy of Management Briarcliff Manor, {NY} 10510},
	file = {Full Text:C\:\\Users\\garciaprier1\\Zotero\\storage\\NKKIVX8J\\Kahn - 1990 - Psychological conditions of personal engagement an.pdf:application/pdf;Snapshot:C\:\\Users\\garciaprier1\\Zotero\\storage\\D9A2NJWJ\\256287.html:text/html},
}

@incollection{leiter_areas_2004,
	title = {Areas of Worklife: A Structured Approach to Organizational Predictors of Job Burnout},
	volume = {3},
	isbn = {978-0-7623-1057-9},
	shorttitle = {Areas of Worklife},
	abstract = {This chapter evaluates a model of the organizational context of burnout with direct reference to a new measure, the Areas of Worklife Scale ({AWS}). The model proposes a structured framework for considering six areas of worklife – workload, control, reward, community, fairness, and values – that have resonated through the literature on burnout over the previous two decades. The chapter presents extensive data on the {AWS}, testing a model of the six areas’ interrelationships as well as their overall relationship to the three aspects of burnout. The results of these analyses are discussed in reference to the psychometric qualities of the measure and the implications of a structured approach to work environments for future development of research on burnout. Implications for developing workplace interventions are also considered.},
	pages = {91--134},
	booktitle = {Research in Occupational Stress and Well-being},
	author = {Leiter, Michael and Maslach, Christina},
	date = {2004-01-01},
	doi = {10.1016/S1479-3555(03)03003-8},
	note = {Journal Abbreviation: Research in Occupational Stress and Well-being},
	file = {Full Text PDF:C\:\\Users\\garciaprier1\\Zotero\\storage\\5HJKE5XQ\\Leiter and Maslach - 2004 - Areas of Worklife A Structured Approach to Organi.pdf:application/pdf},
}

@online{noauthor_truth_nodate,
	title = {The Truth About Burnout: How Organizations Cause Personal Stress and What to do About It - {ProQuest}},
	url = {https://search.proquest.com/docview/220142287?pq-origsite=gscholar&fromopenview=true},
	shorttitle = {The Truth About Burnout},
	abstract = {Explore millions of resources from scholarly journals, books, newspapers, videos and more, on the {ProQuest} Platform.},
	urldate = {2020-11-24},
	langid = {english},
	file = {Snapshot:C\:\\Users\\garciaprier1\\Zotero\\storage\\32XF63HK\\220142287.html:text/html},
}

@article{harter_business-unit-level_2002-1,
	title = {Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: a meta-analysis.},
	volume = {87},
	shorttitle = {Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes},
	pages = {268},
	number = {2},
	journaltitle = {Journal of applied psychology},
	author = {Harter, James K. and Schmidt, Frank L. and Hayes, Theodore L.},
	date = {2002},
	note = {Publisher: American Psychological Association},
	file = {Full Text:C\:\\Users\\garciaprier1\\Zotero\\storage\\LXV672JS\\Harter et al. - 2002 - Business-unit-level relationship between employee .pdf:application/pdf;Snapshot:C\:\\Users\\garciaprier1\\Zotero\\storage\\4QX6XS93\\2002-12397-006.html:text/html},
}

@article{schaufeli_uwesutrecht_2003,
	title = {{UWES}–Utrecht work engagement scale: test manual},
	volume = {8},
	shorttitle = {{UWES}–Utrecht work engagement scale},
	journaltitle = {Unpublished Manuscript: Department of Psychology, Utrecht University},
	author = {Schaufeli, W. B. and Bakker, A. B.},
	date = {2003},
}

@article{schaufeli_uwesutrecht_2003-1,
	title = {{UWES}–Utrecht work engagement scale: test manual},
	volume = {8},
	shorttitle = {{UWES}–Utrecht work engagement scale},
	journaltitle = {Unpublished Manuscript: Department of Psychology, Utrecht University},
	author = {Schaufeli, W. B. and Bakker, A. B.},
	date = {2003},
}