Over the past few decades, organizational scientists have shown that job performance is positively related to indicators of work adjustment, such as job satisfaction and psychological wellbeing. While these associations are generally consistent, however, we shall see that they are often of modest magnitude. In a like fashion, other scholars have found negative relationships between job performance and indicators of workrelated health, such as burnout; once again the relationships are not large as one might intuitively expect. In this chapter, we will review this literature with a special focus on the relationship between work engagement and job performance. We argue that work engagement can be viewed as a positive indicator of work-related adjustment. Additionally, we shall also explore whether work

engagement shows similar pattern of relationships with performance as its negative antipode, burnout, as well as other positive indicators like job satisfaction and happiness.