{"status":"ok","message-type":"work","message-version":"1.0.0","message":{"indexed":{"date-parts":[[2026,5,9]],"date-time":"2026-05-09T23:44:45Z","timestamp":1778370285401,"version":"3.51.4"},"reference-count":60,"publisher":"Emerald","issue":"4","license":[{"start":{"date-parts":[[2016,5,9]],"date-time":"2016-05-09T00:00:00Z","timestamp":1462752000000},"content-version":"tdm","delay-in-days":0,"URL":"https:\/\/www.emerald.com\/insight\/site-policies"}],"content-domain":{"domain":[],"crossmark-restriction":false},"short-container-title":[],"published-print":{"date-parts":[[2016,5,9]]},"abstract":"\n Purpose<\/jats:title>\n \u2013 The purpose of this paper is to test whether work engagement can be predicted by two core dimensions, energy and involvement, both at the individual and team levels. <\/jats:p>\n <\/jats:sec>\n \n Design\/methodology\/approach<\/jats:title>\n \u2013 Based on the circumplex model of affective well-being (Russell, 1980), the authors propose the work engagement grid and collect data on individual and team work engagement (TWE) from two different samples (n<\/jats:italic>=1,192 individuals). <\/jats:p>\n <\/jats:sec>\n \n Findings<\/jats:title>\n \u2013 Results show a significant positive relationship between the individual engagement grid and individual work engagement. However, only the energy dimension significantly predicted TWE. The authors also provide evidences for the relationship between the engagement grid and related variables (e.g. adaptive performance, team cohesion, satisfaction), and show that the combination of energy and involvement present smaller correlations with those variables than the complete engagement scales. <\/jats:p>\n <\/jats:sec>\n \n Research limitations\/implications<\/jats:title>\n \u2013 Data were collected from simulation samples, therefore generalization of the findings must be done with caution. The findings allow for developing a brief measure of work engagement, particularly useful for longitudinal or diary study designs. <\/jats:p>\n <\/jats:sec>\n \n Practical implications<\/jats:title>\n \u2013 When teams are the work unit, the displays of energetic behaviors ought to be fostered in order to boost collective engagement. <\/jats:p>\n <\/jats:sec>\n \n Originality\/value<\/jats:title>\n \u2013 The authors add to the existing literature on work engagement, concluding that individual and team-level work engagement have structural differences between them, with the collective construct being dependent on external manifestations of energy, and that individual work engagement needs a cognitive component of absorption in order to foster performance.<\/jats:p>\n <\/jats:sec>","DOI":"10.1108\/jmp-11-2014-0336","type":"journal-article","created":{"date-parts":[[2016,4,25]],"date-time":"2016-04-25T09:48:52Z","timestamp":1461577732000},"page":"774-789","source":"Crossref","is-referenced-by-count":31,"title":["The work engagement grid: predicting engagement from two core dimensions"],"prefix":"10.1108","volume":"31","author":[{"given":"Patr\u00edcia Lopes","family":"Costa","sequence":"first","affiliation":[]},{"given":"Ana Margarida","family":"Passos","sequence":"additional","affiliation":[]},{"given":"Arnold B.","family":"Bakker","sequence":"additional","affiliation":[]}],"member":"140","reference":[{"key":"key2020121602140627300_b1","doi-asserted-by":"crossref","unstructured":"Bakker, A.B.\n (2009), \u201cBuilding engagement in the workplace\u201d, in \n Burke, R.J.\n and \n Cooper, C.L.\n (Eds), \n The Peak Performing Organization\n , Routledge, Oxon, pp. 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