Engagement for Remote Professionals
Course Description
Discover how engaging with work and organizational culture can influence job satisfaction and connecting with others in a remote environment. Complete all Engagement (PRO) lessons successfully which counts toward your Remote Professional Certificate.
Learning Goals
- Differentiate between work engagement and culture engagement.
- Recognize factors that influence motivation.
- Apply strategies to make work purposeful.
- Evaluate methods for enhancing team work.
- Create a Professional Code of Ethics for Engagement.
Research and References
Following are sources consulted/additional readings related to the course topics.
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Bakker, A.B. & Albrecht, S. (2018). Work engagement: current trends. Career Development International. 23(1), 4-11. https://doi.org/10.1108/CDI-11-2017-0207
Bakker, A.B., Demerouti, E. & Sanz-Vergel, A.I. (2014). Burnou8t and work engagement: The JD-R approach. Annual Review of Organizational Psychology and Organizational Behavior. 1(1). 389-411.
Bloom, N. A., Liang, J., Zhichun, J. R., Ying, J. (2013) Does working from home work? Evidence from a Chinese experiment. Working Paper No. 3109 Stanford Graduate School of Business
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Duncan, R. (2018). The why of work: Purpose and meaning really do matter. Forbes.
Efron, L. (2022). What drives a culture of belonging? Gallup.
Finegan, J., & Theriault, C. (1997). he relationship between personal values and the perception of the corporation’s code of ethics. Journal of applied Psychology, 28, 708-724.
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Schaufeli, W.B. & Bakker, A.B. (2010. Defining and measuring work engagement: Bringing clarity to the concept. In Bakker, A.B. & Leiter, M.P. (Eds.), Work Engagement: A Handbook of Essential Theory and Research. Psychology Press. 10-24
Schaufeli, W.B., Salanova, M., Gonzalez-Roma. V. & Bakker, A.B. (2002). The measurement of engagement and burnout and: A confirmative analytic approach. Journal of Happiness Studies, 3, 71-92.
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Zemke, R., Raines, C., & Filipczak, B. (2013). Generations at work: Managing the clash of boomers, genXers, and genYers in the workplace. New York: American Management Association.
