demands and work engagement, and whether social support moderates this relationship. Design/methodology/approach – This study … of the quadratic effect of job demands on employee engagement. However, only supervisor support, not colleague support …, moderated the relationship between job demands and work engagement. Originality/value – The paper is the first to shed light on …

and Keyes; Wright and Cropanzano). The science and practice of employee engagement, a key indicator of employee well … Demands-Resources model of work engagement (Bakker and Demerouti) by examining how organizational, team and job level factors … interrelate to influence engagement and well-being and downstream outcome variables such as affective commitment and extra …

demands and work engagement, and whether social support moderates this relationship. Design/methodology/approach – This study … of the quadratic effect of job demands on employee engagement. However, only supervisor support, not colleague support …, moderated the relationship between job demands and work engagement. Originality/value – The paper is the first to shed light on …

and Keyes; Wright and Cropanzano). The science and practice of employee engagement, a key indicator of employee well … Demands‐Resources model of work engagement (Bakker and Demerouti) by examining how organizational, team and job level factors … interrelate to influence engagement and well‐being and downstream outcome variables such as affective commitment and extra …

commitment and employee engagement? If so, is this relationship affected by gender, age, tenure and psychological contract breach …