Abstract
Companies should develop an in-depth understanding of their employees’ needs, for example, by conducting employee surveys, in order to develop measures matching these needs. Research on burnout and engagement found that the core dimensions of burnout (exhaustion and cynicism) and engagement (vigor and dedication) are opposites of each other (Gonzalez-Roma et al.; J Vocat Behav 68:165–174, 2006). Maslach et al. (Ann Rev Psychol 52:397–422, 2001) argue that job engagement is associated with a sustainable workload, feelings of choice and control, appropriate recognition and rewards, a supportive work community, fairness and justice, and meaningful and valued work. The topics introduced in “Engagement and Retention” will link to these dimensions and discuss them more closely.
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Schönebeck, J., Schönebeck, M. (2015). Engagement and Retention: Introduction and Overview. In: Zeuch, M. (eds) Handbook of Human Resources Management. Springer, Berlin, Heidelberg. https://doi.org/10.1007/978-3-642-40933-2_51-1
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DOI: https://doi.org/10.1007/978-3-642-40933-2_51-1
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