Job Engagement: Antecedents and Effects on Job Performance
研究将工作投入定义为个体将完整自我投入角色的程度，发现它在价值观匹配、组织支持感和核心自我评价与任务绩效及组织公民行为之间起中介作用，且解释力优于工作卷入、工作满意度和内在动机。
We theorize that engagement, conceptualized as the investment of an individual's complete self into a role, provides a more comprehensive explanation of relationships with performance than do well-known concepts that reflect narrower aspects of the individual's self. Results of a study of 245 firefighters and their supervisors supported our hypotheses that engagement mediates relationships between value congruence, perceived organizational support, and core self-evaluations, and two job performance dimensions: task performance and organizational citizenship behavior. Job involvement, job satisfaction, and intrinsic motivation were included as mediators but did not exceed engagement in explaining relationships among the antecedents and performance outcomes.