Job engagement in organizations: Fad, fashion, or folderol?
质疑工作投入这一概念，认为它不符合积极组织实践的常见标准（如理论性、有效性、独特性等），但指出若注意这些标准，工作投入仍可能对管理有用。
Abstract Engagement, broadly defined as involvement, satisfaction, and enthusiasm, is widely used by organizations and consultants for improving retention. However, engagement fails to meet many of the common criteria for positive organizational practice, i.e. theoretical, valid, unique, state‐like, and positive. With attention to these criteria, engagement may useful to management. Copyright © 2008 John Wiley & Sons, Ltd.