ABSTRACT
Work engagement is a popular topic in organizational consulting that has important implications for employee well-being and productivity. From an occupational health perspective, work engagement represents a psychological state comprised of vigour, dedication, and absorption. Work engagement is often measured using the seventeen-item Utrecht Work Engagement Scale, and both nine-item and three-item versions have been validated to efficiently measure this concept in applied research. These measures can be used in cross-cultural research and are distinct from other concepts like burnout and workaholism. Work engagement has been shown to be positively related to employee well-being (emotional experiences and physical health) and valued organizational outcomes (job performance, creativity, and retention). The two best strategies organizations can use to increase work engagement include providing resources to employees (support, autonomy, feedback) and reducing demands (physical and mental stressors).
