<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>1688-4221</journal-id>
<journal-title><![CDATA[Ciencias Psicológicas]]></journal-title>
<abbrev-journal-title><![CDATA[Cienc. Psicol.]]></abbrev-journal-title>
<issn>1688-4221</issn>
<publisher>
<publisher-name><![CDATA[Universidad Católica del Uruguay.]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S1688-42212024000201203</article-id>
<article-id pub-id-type="doi">10.22235/cp.v18i2.3258</article-id>
<title-group>
<article-title xml:lang="en"><![CDATA[Feedback received and role performance: The mediating role of engagement and the moderating role of authentic living]]></article-title>
<article-title xml:lang="pt"><![CDATA[Feedback recebido e desempenho de papéis: O papel mediador do engajamento e moderador da vivência autêntica]]></article-title>
<article-title xml:lang="es"><![CDATA[Retroalimentación recibida y desempeño de roles: El rol mediador del compromiso y el rol moderador de la experiencia auténtica]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Silva de Carvalho Chinelato]]></surname>
<given-names><![CDATA[Renata]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Ferreira]]></surname>
<given-names><![CDATA[Maria Cristina]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Valentini]]></surname>
<given-names><![CDATA[Felipe]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[de Oliveira e Mota Tavares]]></surname>
<given-names><![CDATA[Susana Maria]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universidade Federal de Santa Catarina  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Brazil</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Universidade Salgado de Oliveira  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Brazil</country>
</aff>
<aff id="Af3">
<institution><![CDATA[,Universidade São Francisco  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Brazil</country>
</aff>
<aff id="Af4">
<institution><![CDATA[,Instituto Universitário de Lisboa  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Portugal</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>12</month>
<year>2024</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>12</month>
<year>2024</year>
</pub-date>
<volume>18</volume>
<numero>2</numero>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.edu.uy/scielo.php?script=sci_arttext&amp;pid=S1688-42212024000201203&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.edu.uy/scielo.php?script=sci_abstract&amp;pid=S1688-42212024000201203&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.edu.uy/scielo.php?script=sci_pdf&amp;pid=S1688-42212024000201203&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract: This research aims to identify the moderating role of authentic living in the relationship between feedback received and role performance, mediated by work engagement. The data were based on a convenience sample of Brazilian workers from public and private organizations (N = 1,244). The significant interaction between the feedback and authentic living allowed us to understand that the main effects of feedback on performance take place in individuals with high authentic living. When individuals are more authentic, the information they receive about their performance more strongly affects the motivational process at work itself. This study highlights the positive relationship between work and personal resources, as well as the work engagement and performance on the other, thus contributing to increase the feedback the organizations receive about performance, as well as to create environments that facilitate authenticity.]]></p></abstract>
<abstract abstract-type="short" xml:lang="pt"><p><![CDATA[Resumo: O objetivo desta pesquisa foi identificar o papel moderador da vivência autêntica na relação do feedback recebido com o desempenho de papéis, mediado pelo engajamento no trabalho. Os dados foram obtidos a partir de uma amostra por conveniência de trabalhadores brasileiros provenientes de organizações públicas e privadas (N = 1.244). A interação significativa entre o feedback e a vivência autêntica permitiu compreender que os maiores efeitos do feedback sobre o desempenho acontecem em indivíduos com elevada vivência autêntica. Quando os indivíduos são mais autênticos, as informações que os mesmos recebem sobre o desempenho afetará mais fortemente o próprio processo motivacional no trabalho. Este estudo fornece evidências da relação positiva entre os recursos do trabalho e pessoais com o engajamento e o desempenho no trabalho, contribuindo, assim, para um aumento, por parte das organizações, do feedback recebido sobre o desempenho, bem como a criação de ambientes facilitadores de autenticidade.]]></p></abstract>
<abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen: El objetivo de esta investigación fue identificar el papel moderador de la experiencia auténtica en la relación entre la retroalimentación recibida y el desempeño de roles, mediada por el compromiso laboral. Los datos se obtuvieron de una muestra por conveniencia de trabajadores brasileños de organizaciones públicas y privadas (N = 1244). La interacción significativa entre la retroalimentación y la experiencia auténtica permitió comprender que los mayores efectos de la retroalimentación sobre el desempeño ocurren en individuos con alta experiencia auténtica. Cuando los individuos son más auténticos, la información que reciben sobre el desempeño afectará más fuertemente su propio proceso motivacional en el trabajo. Este estudio proporciona evidencia de la relación positiva entre el trabajo y los recursos personales con el compromiso y el desempeño en el trabajo, de esta forma contribuyen al aumento, por parte de las organizaciones, de la retroalimentación recibida sobre el desempeño, así como a la creación de entornos propicios de autenticidad.]]></p></abstract>
<kwd-group>
<kwd lng="en"><![CDATA[work engagement]]></kwd>
<kwd lng="en"><![CDATA[individual authenticity at work]]></kwd>
<kwd lng="en"><![CDATA[job resources]]></kwd>
<kwd lng="en"><![CDATA[feedback]]></kwd>
<kwd lng="en"><![CDATA[job performance]]></kwd>
<kwd lng="pt"><![CDATA[engajamento no trabalho]]></kwd>
<kwd lng="pt"><![CDATA[autenticidade individual no trabalho]]></kwd>
<kwd lng="pt"><![CDATA[recursos pessoais]]></kwd>
<kwd lng="pt"><![CDATA[feedback]]></kwd>
<kwd lng="pt"><![CDATA[desempenho no trabalho]]></kwd>
<kwd lng="es"><![CDATA[compromiso laboral]]></kwd>
<kwd lng="es"><![CDATA[autenticidad individual en el trabajo]]></kwd>
<kwd lng="es"><![CDATA[recursos personales]]></kwd>
<kwd lng="es"><![CDATA[retroalimentación]]></kwd>
<kwd lng="es"><![CDATA[desempeño laboral]]></kwd>
</kwd-group>
</article-meta>
</front><back>
<ref-list>
<ref id="B1">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Airila]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
<name>
<surname><![CDATA[Hakanen]]></surname>
<given-names><![CDATA[J. J.]]></given-names>
</name>
<name>
<surname><![CDATA[Schaufeli]]></surname>
<given-names><![CDATA[W. B.]]></given-names>
</name>
<name>
<surname><![CDATA[Luukkonen]]></surname>
<given-names><![CDATA[R.]]></given-names>
</name>
<name>
<surname><![CDATA[Punakallio]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
<name>
<surname><![CDATA[Lusa]]></surname>
<given-names><![CDATA[S.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Are job and personal resources associated with work ability 10 years later? The mediating role of work engagement]]></article-title>
<source><![CDATA[Work &amp; Stress]]></source>
<year>2014</year>
<volume>28</volume>
<numero>1</numero>
<issue>1</issue>
<page-range>87-105</page-range></nlm-citation>
</ref>
<ref id="B2">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Anseel]]></surname>
<given-names><![CDATA[F.]]></given-names>
</name>
<name>
<surname><![CDATA[Beatty]]></surname>
<given-names><![CDATA[A. S.]]></given-names>
</name>
<name>
<surname><![CDATA[Shen]]></surname>
<given-names><![CDATA[W.]]></given-names>
</name>
<name>
<surname><![CDATA[Lievens]]></surname>
<given-names><![CDATA[F.]]></given-names>
</name>
<name>
<surname><![CDATA[Sackett]]></surname>
<given-names><![CDATA[P. R.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[How are we doing after 30 years? A meta-analytic review of the antecedents and outcomes of feedback-seeking behavior]]></article-title>
<source><![CDATA[Journal of Management]]></source>
<year>2015</year>
<volume>41</volume>
<numero>1</numero>
<issue>1</issue>
<page-range>318-48</page-range></nlm-citation>
</ref>
<ref id="B3">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Bakker]]></surname>
<given-names><![CDATA[A. B.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[The social psychology of work engagement: State of the field]]></article-title>
<source><![CDATA[Career Development International]]></source>
<year>2022</year>
<volume>27</volume>
<numero>1</numero>
<issue>1</issue>
<page-range>36-53</page-range></nlm-citation>
</ref>
<ref id="B4">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Bakker]]></surname>
<given-names><![CDATA[A. B.]]></given-names>
</name>
<name>
<surname><![CDATA[Demerouti]]></surname>
<given-names><![CDATA[E.]]></given-names>
</name>
<name>
<surname><![CDATA[Sanz-Vergel]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Job demands-resources theory: Ten years later]]></article-title>
<source><![CDATA[Annual Review of Organizational Psychology and Organizational Behavior]]></source>
<year>2023</year>
<month>a</month>
<volume>10</volume>
<page-range>25-53</page-range></nlm-citation>
</ref>
<ref id="B5">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Bakker]]></surname>
<given-names><![CDATA[A. B.]]></given-names>
</name>
<name>
<surname><![CDATA[Demerouti]]></surname>
<given-names><![CDATA[E.]]></given-names>
</name>
<name>
<surname><![CDATA[Sanz-Vergel]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
<name>
<surname><![CDATA[Rodríguez-Muñoz]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[La teoría de las demandas y recursos laborales: Nuevos desarrollos en la última década]]></article-title>
<source><![CDATA[Journal of Work and Organizational Psychology]]></source>
<year>2023</year>
<month>b</month>
<volume>39</volume>
<numero>3</numero>
<issue>3</issue>
<page-range>157-67</page-range></nlm-citation>
</ref>
<ref id="B6">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Bakker]]></surname>
<given-names><![CDATA[A. B.]]></given-names>
</name>
<name>
<surname><![CDATA[Petrou]]></surname>
<given-names><![CDATA[P.]]></given-names>
</name>
<name>
<surname><![CDATA[Op den Kamp]]></surname>
<given-names><![CDATA[E. M.]]></given-names>
</name>
<name>
<surname><![CDATA[Tims]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Proactive vitality management, work engagement, and creativity: The role of goal orientation]]></article-title>
<source><![CDATA[Applied Psychology: An International Review]]></source>
<year>2020</year>
<volume>69</volume>
<numero>2</numero>
<issue>2</issue>
<page-range>351-78</page-range></nlm-citation>
</ref>
<ref id="B7">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Bakker]]></surname>
<given-names><![CDATA[A. B.]]></given-names>
</name>
<name>
<surname><![CDATA[Demerouti]]></surname>
<given-names><![CDATA[E.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Job Demands-Resources Theory: Taking stock and looking forward]]></article-title>
<source><![CDATA[Journal of Occupational Health Psychology]]></source>
<year>2017</year>
<volume>22</volume>
<page-range>273-85</page-range></nlm-citation>
</ref>
<ref id="B8">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Bandura]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Organizational behavior and human decision processes]]></article-title>
<source><![CDATA[Theories of Cognitive Self-Regulation]]></source>
<year>1991</year>
<volume>50</volume>
<numero>2</numero>
<issue>2</issue>
<page-range>248-87</page-range></nlm-citation>
</ref>
<ref id="B9">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Chinelato]]></surname>
<given-names><![CDATA[R. S. C.]]></given-names>
</name>
<name>
<surname><![CDATA[Ferreira]]></surname>
<given-names><![CDATA[M. C.]]></given-names>
</name>
<name>
<surname><![CDATA[Valentini]]></surname>
<given-names><![CDATA[F.]]></given-names>
</name>
<name>
<surname><![CDATA[van den Bosch]]></surname>
<given-names><![CDATA[R.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Construct validity evidence for the Individual Authenticity Measure at work in Brazilian samples]]></article-title>
<source><![CDATA[Journal of Work and Organizational Psychology]]></source>
<year>2015</year>
<volume>31</volume>
<page-range>109-18</page-range></nlm-citation>
</ref>
<ref id="B10">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Corbeanu]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
<name>
<surname><![CDATA[Iliescu]]></surname>
<given-names><![CDATA[D.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[he link between work engagement and job performance: A meta-analysis]]></article-title>
<source><![CDATA[Journal of Personnel Psychology]]></source>
<year>2023</year>
<volume>22</volume>
<numero>3</numero>
<issue>3</issue>
<page-range>111-22</page-range></nlm-citation>
</ref>
<ref id="B11">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Ferreira]]></surname>
<given-names><![CDATA[M. C.]]></given-names>
</name>
<name>
<surname><![CDATA[Valentini]]></surname>
<given-names><![CDATA[F.]]></given-names>
</name>
<name>
<surname><![CDATA[Damásio]]></surname>
<given-names><![CDATA[B. F.]]></given-names>
</name>
<name>
<surname><![CDATA[Mourão]]></surname>
<given-names><![CDATA[L.]]></given-names>
</name>
<name>
<surname><![CDATA[Porto]]></surname>
<given-names><![CDATA[J. B.]]></given-names>
</name>
<name>
<surname><![CDATA[Chinelato]]></surname>
<given-names><![CDATA[R. S. C.]]></given-names>
</name>
<name>
<surname><![CDATA[Novaes]]></surname>
<given-names><![CDATA[V. P.]]></given-names>
</name>
<name>
<surname><![CDATA[Pereira]]></surname>
<given-names><![CDATA[M. M.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Evidências adicionais de validade da UWES-9 em amostras brasileiras]]></article-title>
<source><![CDATA[Estudos de Psicologia]]></source>
<year>2016</year>
<volume>21</volume>
<numero>4</numero>
<issue>4</issue>
<page-range>435-45</page-range></nlm-citation>
</ref>
<ref id="B12">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Fredrickson]]></surname>
<given-names><![CDATA[B. L.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[The role of positive emotions in positive psychology: The broaden-and-build theory of positive emotions]]></article-title>
<source><![CDATA[American Psychologist]]></source>
<year>2001</year>
<volume>56</volume>
<numero>3</numero>
<issue>3</issue>
<page-range>218-26</page-range></nlm-citation>
</ref>
<ref id="B13">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Griffin]]></surname>
<given-names><![CDATA[M. A.]]></given-names>
</name>
<name>
<surname><![CDATA[Neal]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
<name>
<surname><![CDATA[Parker]]></surname>
<given-names><![CDATA[S. K.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[A new model of work role performance: Positive behavior in uncertain and interdependent contexts]]></article-title>
<source><![CDATA[Academy of Management Journal]]></source>
<year>2007</year>
<volume>50</volume>
<numero>2</numero>
<issue>2</issue>
<page-range>327-47</page-range></nlm-citation>
</ref>
<ref id="B14">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Hackman]]></surname>
<given-names><![CDATA[J. R.]]></given-names>
</name>
<name>
<surname><![CDATA[Oldham]]></surname>
<given-names><![CDATA[G. R.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Motivation through the design of work: Test of a theory]]></article-title>
<source><![CDATA[Organizational Behavior and Human Performance]]></source>
<year>1976</year>
<volume>16</volume>
<page-range>250-79</page-range></nlm-citation>
</ref>
<ref id="B15">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Hobfoll]]></surname>
<given-names><![CDATA[S. E.]]></given-names>
</name>
<name>
<surname><![CDATA[Halbesleben]]></surname>
<given-names><![CDATA[J.]]></given-names>
</name>
<name>
<surname><![CDATA[Neveu]]></surname>
<given-names><![CDATA[J.-P.]]></given-names>
</name>
<name>
<surname><![CDATA[Westman]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Conservation of resources in the organizational context: The reality of resources and their consequences]]></article-title>
<source><![CDATA[Annual Review of Organizational Psychology and Organizational Behavior]]></source>
<year>2018</year>
<volume>5</volume>
<page-range>103-28</page-range></nlm-citation>
</ref>
<ref id="B16">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Humphrey]]></surname>
<given-names><![CDATA[S. E.]]></given-names>
</name>
<name>
<surname><![CDATA[Nahrgang]]></surname>
<given-names><![CDATA[J. D.]]></given-names>
</name>
<name>
<surname><![CDATA[Morgeson]]></surname>
<given-names><![CDATA[F. P.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Integrating motivational, social, and contextual work design features: A meta-analytic summary and theoretical extension of the work design literature]]></article-title>
<source><![CDATA[Journal of Applied Psychology]]></source>
<year>2007</year>
<volume>92</volume>
<numero>5</numero>
<issue>5</issue>
<page-range>1332-56</page-range></nlm-citation>
</ref>
<ref id="B17">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Kawada]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Shimazu]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
<name>
<surname><![CDATA[Miyanka]]></surname>
<given-names><![CDATA[D.]]></given-names>
</name>
<name>
<surname><![CDATA[Tokita]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Sakakibara]]></surname>
<given-names><![CDATA[K]]></given-names>
</name>
<name>
<surname><![CDATA[Mori]]></surname>
<given-names><![CDATA[N.]]></given-names>
</name>
<name>
<surname><![CDATA[Hamsayah]]></surname>
<given-names><![CDATA[F.]]></given-names>
</name>
<name>
<surname><![CDATA[Yuhheng]]></surname>
<given-names><![CDATA[L.]]></given-names>
</name>
<name>
<surname><![CDATA[Shojima]]></surname>
<given-names><![CDATA[K.]]></given-names>
</name>
<name>
<surname><![CDATA[Schaufeli]]></surname>
<given-names><![CDATA[W. B.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Boredom and engagement at work: Do they have different antecedents and consequences?]]></article-title>
<source><![CDATA[Industrial Health]]></source>
<year>2024</year>
<volume>62</volume>
<page-range>110-22</page-range></nlm-citation>
</ref>
<ref id="B18">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Lesener]]></surname>
<given-names><![CDATA[T.]]></given-names>
</name>
<name>
<surname><![CDATA[Gusy]]></surname>
<given-names><![CDATA[B.]]></given-names>
</name>
<name>
<surname><![CDATA[Jochmann]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
<name>
<surname><![CDATA[Wolter]]></surname>
<given-names><![CDATA[C.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[he drivers of work engagement: A meta-analytic review of longitudinal evidence]]></article-title>
<source><![CDATA[Work Stress]]></source>
<year>2020</year>
<volume>34</volume>
<page-range>259-78</page-range></nlm-citation>
</ref>
<ref id="B19">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Massei]]></surname>
<given-names><![CDATA[F.]]></given-names>
</name>
<name>
<surname><![CDATA[Tierney]]></surname>
<given-names><![CDATA[P.]]></given-names>
</name>
<name>
<surname><![CDATA[Zappalà]]></surname>
<given-names><![CDATA[S.]]></given-names>
</name>
<name>
<surname><![CDATA[González-Romá]]></surname>
<given-names><![CDATA[V.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[From job resources to idea implementation: A moderated sequential mediation model]]></article-title>
<source><![CDATA[Group &amp; Organization Management]]></source>
<year>2022</year>
<volume>47</volume>
<numero>6</numero>
<issue>6</issue>
<page-range>1106-34</page-range></nlm-citation>
</ref>
<ref id="B20">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Mazzetti]]></surname>
<given-names><![CDATA[G.]]></given-names>
</name>
<name>
<surname><![CDATA[Robledo]]></surname>
<given-names><![CDATA[E.]]></given-names>
</name>
<name>
<surname><![CDATA[Vignoli]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Topa]]></surname>
<given-names><![CDATA[G.]]></given-names>
</name>
<name>
<surname><![CDATA[Gugliemi]]></surname>
<given-names><![CDATA[D.]]></given-names>
</name>
<name>
<surname><![CDATA[Schaufeli]]></surname>
<given-names><![CDATA[W. B.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Work engagement: A meta-analysis using the job demands-resources (JD-R) Model]]></article-title>
<source><![CDATA[Psychological Reports]]></source>
<year>2023</year>
<volume>126</volume>
<numero>3</numero>
<issue>3</issue>
<page-range>1069-107</page-range></nlm-citation>
</ref>
<ref id="B21">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Morgeson]]></surname>
<given-names><![CDATA[F. P.]]></given-names>
</name>
<name>
<surname><![CDATA[Humphrey]]></surname>
<given-names><![CDATA[S. E.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[The Work Design Questionnaire (WDQ): Developing and validating a comprehensive measure for assessing job design and the nature of work]]></article-title>
<source><![CDATA[Journal of Applied Psychology]]></source>
<year>2006</year>
<volume>91</volume>
<numero>6</numero>
<issue>6</issue>
<page-range>1321-39</page-range></nlm-citation>
</ref>
<ref id="B22">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Neuber]]></surname>
<given-names><![CDATA[L.]]></given-names>
</name>
<name>
<surname><![CDATA[Englitz]]></surname>
<given-names><![CDATA[C.]]></given-names>
</name>
<name>
<surname><![CDATA[Schulte]]></surname>
<given-names><![CDATA[N.]]></given-names>
</name>
<name>
<surname><![CDATA[Forthmann]]></surname>
<given-names><![CDATA[B.]]></given-names>
</name>
<name>
<surname><![CDATA[Holling]]></surname>
<given-names><![CDATA[H.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[How work engagement relates to performance and absenteeism: A meta-analysis]]></article-title>
<source><![CDATA[European Journal of Work and Organizational Psychology]]></source>
<year>2021</year>
<volume>31</volume>
<numero>4</numero>
<issue>4</issue>
</nlm-citation>
</ref>
<ref id="B23">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Oldham]]></surname>
<given-names><![CDATA[G.]]></given-names>
</name>
<name>
<surname><![CDATA[Hackman]]></surname>
<given-names><![CDATA[J.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Not what it was and not what it will be: The future of job design research]]></article-title>
<source><![CDATA[Journal of Organizational Behaviour]]></source>
<year>2010</year>
<volume>31</volume>
<numero>2-3</numero>
<issue>2-3</issue>
<page-range>463-79</page-range></nlm-citation>
</ref>
<ref id="B24">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Peñalver]]></surname>
<given-names><![CDATA[J.]]></given-names>
</name>
<name>
<surname><![CDATA[Salanova]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Martínez]]></surname>
<given-names><![CDATA[I. M.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[¿Todos los grupos felices son productivos? Interacción entre el afecto positivo grupal y el desempeño laboral grupal: Estudio exploratorio]]></article-title>
<source><![CDATA[Revista CES Psicología]]></source>
<year>2023</year>
<volume>16</volume>
<numero>3</numero>
<issue>3</issue>
<page-range>97-108</page-range></nlm-citation>
</ref>
<ref id="B25">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Pérez-Nebra]]></surname>
<given-names><![CDATA[A. R.]]></given-names>
</name>
<name>
<surname><![CDATA[Viana]]></surname>
<given-names><![CDATA[B. S.]]></given-names>
</name>
<name>
<surname><![CDATA[Lira]]></surname>
<given-names><![CDATA[E.]]></given-names>
</name>
<name>
<surname><![CDATA[Martín-Hernández]]></surname>
<given-names><![CDATA[P.]]></given-names>
</name>
<name>
<surname><![CDATA[Gracia-Pérez]]></surname>
<given-names><![CDATA[M. L.]]></given-names>
</name>
<name>
<surname><![CDATA[Gil-Lacruz]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[The work design contribution to educational workers&#8217; sustainable wellbeing and performance patterns]]></article-title>
<source><![CDATA[Frontiers in Psychology]]></source>
<year>2022</year>
<volume>13</volume>
</nlm-citation>
</ref>
<ref id="B26">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Ryan]]></surname>
<given-names><![CDATA[R. M.]]></given-names>
</name>
<name>
<surname><![CDATA[Deci]]></surname>
<given-names><![CDATA[E. L.]]></given-names>
</name>
<name>
<surname><![CDATA[Vansteenkiste]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Soenens]]></surname>
<given-names><![CDATA[B.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[A legacy unfinished: An appreciative reply to comments on self-determination theory&#8217;s frontiers and challenges]]></article-title>
<source><![CDATA[Motivation Science]]></source>
<year>2021</year>
<month>a</month>
<volume>7</volume>
<numero>2</numero>
<issue>2</issue>
<page-range>120-1</page-range></nlm-citation>
</ref>
<ref id="B27">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Ryan]]></surname>
<given-names><![CDATA[R. M.]]></given-names>
</name>
<name>
<surname><![CDATA[Deci]]></surname>
<given-names><![CDATA[E. L.]]></given-names>
</name>
<name>
<surname><![CDATA[Vansteenkiste]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Soenens]]></surname>
<given-names><![CDATA[B.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Building a science of motivated persons: Self-determination theory&#8217;s empirical approach to human experience and the regulation of behavior]]></article-title>
<source><![CDATA[Motivation Science]]></source>
<year>2021</year>
<month>b</month>
<volume>7</volume>
<numero>2</numero>
<issue>2</issue>
<page-range>97-110</page-range></nlm-citation>
</ref>
<ref id="B28">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Salanova]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Schaufeli]]></surname>
<given-names><![CDATA[W. B.]]></given-names>
</name>
</person-group>
<source><![CDATA[El engagement en el trabajo: Cuando el trabajo se convierte en pasión]]></source>
<year>2009</year>
<publisher-name><![CDATA[Alianza]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B29">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Salanova]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Schaufeli]]></surname>
<given-names><![CDATA[W. B.]]></given-names>
</name>
<name>
<surname><![CDATA[Llorens]]></surname>
<given-names><![CDATA[S.]]></given-names>
</name>
<name>
<surname><![CDATA[Peiró]]></surname>
<given-names><![CDATA[J. M]]></given-names>
</name>
<name>
<surname><![CDATA[Grau]]></surname>
<given-names><![CDATA[R.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Desde el "burnout" al "engagement": Una nueva perspectiva?]]></article-title>
<source><![CDATA[Revista de Psicología del trabajo y de las organizaciones]]></source>
<year>2000</year>
<volume>16</volume>
<numero>2</numero>
<issue>2</issue>
<page-range>117-34</page-range></nlm-citation>
</ref>
<ref id="B30">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Schaufeli]]></surname>
<given-names><![CDATA[W. B.]]></given-names>
</name>
<name>
<surname><![CDATA[Bakker]]></surname>
<given-names><![CDATA[A. B.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study]]></article-title>
<source><![CDATA[Journal of Organizational Behavior]]></source>
<year>2004</year>
<volume>25</volume>
<numero>3</numero>
<issue>3</issue>
<page-range>293-315</page-range></nlm-citation>
</ref>
<ref id="B31">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Schaufeli]]></surname>
<given-names><![CDATA[W. B.]]></given-names>
</name>
<name>
<surname><![CDATA[Bakker]]></surname>
<given-names><![CDATA[A. B.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Work engagement: A critical assessment of the concept and its measurement]]></article-title>
<person-group person-group-type="editor">
<name>
<surname><![CDATA[Ruch]]></surname>
<given-names><![CDATA[W.]]></given-names>
</name>
</person-group>
<source><![CDATA[Handbook of positive psychology assessment]]></source>
<year>2023</year>
<page-range>273-95</page-range><publisher-name><![CDATA[Hogrefe]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B32">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Schaufeli]]></surname>
<given-names><![CDATA[W. B.]]></given-names>
</name>
<name>
<surname><![CDATA[Taris]]></surname>
<given-names><![CDATA[T. W.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[A critical review of the job demands-resources model: Implications for improving work and health]]></article-title>
<person-group person-group-type="editor">
<name>
<surname><![CDATA[Bauer]]></surname>
<given-names><![CDATA[G.]]></given-names>
</name>
</person-group>
<source><![CDATA[Bridging occupational, organizational and public health: A Transdisciplinary Approach]]></source>
<year>2014</year>
<page-range>43-68</page-range><publisher-name><![CDATA[Springer]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B33">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Schaufeli]]></surname>
<given-names><![CDATA[W. B.]]></given-names>
</name>
<name>
<surname><![CDATA[Bakker]]></surname>
<given-names><![CDATA[A. B.]]></given-names>
</name>
<name>
<surname><![CDATA[Salanova]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[The measurement of work engagement with a short questionnaire: A cross-national study]]></article-title>
<source><![CDATA[ducational and Psychological Measurement]]></source>
<year>2006</year>
<volume>66</volume>
<numero>4</numero>
<issue>4</issue>
<page-range>701-16</page-range></nlm-citation>
</ref>
<ref id="B34">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Sutton]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Living the good life: A meta-analysis of authenticity, well-being and engagement]]></article-title>
<source><![CDATA[Personality and Individual Differences]]></source>
<year>2020</year>
<volume>153</volume>
<page-range>1-14</page-range></nlm-citation>
</ref>
<ref id="B35">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Tremblay]]></surname>
<given-names><![CDATA[M. A.]]></given-names>
</name>
<name>
<surname><![CDATA[Messervey]]></surname>
<given-names><![CDATA[D.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[The job demands-resources model: Further evidence for the buffering effect of personal resources]]></article-title>
<source><![CDATA[SA Journal of Industrial Psychology]]></source>
<year>2011</year>
<volume>37</volume>
<numero>2</numero>
<issue>2</issue>
<page-range>1-10</page-range></nlm-citation>
</ref>
<ref id="B36">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[van den Bosch]]></surname>
<given-names><![CDATA[R.]]></given-names>
</name>
<name>
<surname><![CDATA[Taris]]></surname>
<given-names><![CDATA[T. W.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Authenticity at work: Development and validation of an individual authenticity measure at work]]></article-title>
<source><![CDATA[Journal of Happiness Studies]]></source>
<year>2013</year>
<volume>15</volume>
<numero>1</numero>
<issue>1</issue>
<page-range>1-18</page-range></nlm-citation>
</ref>
<ref id="B37">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[van Roekel]]></surname>
<given-names><![CDATA[H.]]></given-names>
</name>
<name>
<surname><![CDATA[Wigger]]></surname>
<given-names><![CDATA[E. F. J.]]></given-names>
</name>
<name>
<surname><![CDATA[Veldkamp]]></surname>
<given-names><![CDATA[B. P.]]></given-names>
</name>
<name>
<surname><![CDATA[Bakker]]></surname>
<given-names><![CDATA[A. B.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[What is work engagement? A text mining approach using employees&#8217; self-narratives]]></article-title>
<source><![CDATA[Applied Psychology]]></source>
<year>2024</year>
<volume>73</volume>
<page-range>1071-102</page-range></nlm-citation>
</ref>
<ref id="B38">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[van Veldhoven]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Van den Broeck]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
<name>
<surname><![CDATA[Daniels]]></surname>
<given-names><![CDATA[K.]]></given-names>
</name>
<name>
<surname><![CDATA[Bakker]]></surname>
<given-names><![CDATA[A. B.]]></given-names>
</name>
<name>
<surname><![CDATA[Tavares]]></surname>
<given-names><![CDATA[S. M.]]></given-names>
</name>
<name>
<surname><![CDATA[Ogbonnaya]]></surname>
<given-names><![CDATA[C.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Challenging the universality of job resources: Why, when and for whom are they beneficial?]]></article-title>
<source><![CDATA[Applied Psychology]]></source>
<year>2020</year>
<volume>69</volume>
<numero>1</numero>
<issue>1</issue>
<page-range>5-29</page-range></nlm-citation>
</ref>
<ref id="B39">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Xanthopoulou]]></surname>
<given-names><![CDATA[D.]]></given-names>
</name>
<name>
<surname><![CDATA[Bakker]]></surname>
<given-names><![CDATA[A. B.]]></given-names>
</name>
<name>
<surname><![CDATA[Demerouti]]></surname>
<given-names><![CDATA[E.]]></given-names>
</name>
<name>
<surname><![CDATA[Schaufeli]]></surname>
<given-names><![CDATA[W. B.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[The role of personal resources in the job demands-resources model]]></article-title>
<source><![CDATA[International Journal of Stress Management]]></source>
<year>2007</year>
<volume>14</volume>
<numero>2</numero>
<issue>2</issue>
<page-range>121-41</page-range></nlm-citation>
</ref>
</ref-list>
</back>
</article>
