Engagement is the positive mental state related to work, the direct opposite of burnout. It is characterized by three dimensions: vigor (high energy), dedication (strong involvement), and absorption (deep immersion). It is not "happiness" or "satisfaction", but an active commitment to the task. Bakker and Demerouti operationalized it as the opposite of burnout within the Job Demands-Resources (JD-R) model: job resources (autonomy, social support, meaning) predict engagement, while job demands (load, conflicts) predict burnout.
Concept origin
Bakker AB, Demerouti E, Verbeke W. (2004). Using the Job Demands-Resources model to predict burnout and performance. Human Resource Management, 43(1), 83-104. doi:10.1002/job.248 · Maslach C, Schaufeli WB, Leiter MP. (2001). Job burnout. Annual Review of Psychology, 52, 397-422. doi:10.1146/annurev.psych.52.1.397
How it manifests
- ▸ High energy even in difficult tasks
- ▸ Emotional involvement with work beyond the contractual
- ▸ Immersion where time "flies"
Therapeutic approach
Engagement is cultivated by strengthening job resources: autonomy in the role, social support from the team, clear feedback, sense of meaning in the work. Individual-level interventions (mindfulness, CBT) complement but do not replace organizational changes (job redesign, values coherence).
Related concepts
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