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Programs dealt with in this research in this study.

Programs dealt with in this research in this study.

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Companies are constantly seeking talented personnel who are highly engaged in their work. The factors that influence work engagement are job resources and personal resources. In this study, the progress in "positive self-evaluation related to the ability to control the surrounding environment and to resilience" and "fostering teamwork and the impro...

Contexts in source publication

Context 1
... programs that affect the questions. Table 2 Table 2) 5 Ability to organize my own thoughts and feelings. C/D/L(See Table 2) 6 Discovered hints to solve problems (tasks). ...
Context 2
... programs that affect the questions. Table 2 Table 2) 5 Ability to organize my own thoughts and feelings. C/D/L(See Table 2) 6 Discovered hints to solve problems (tasks). ...
Context 3
... 2 Table 2) 5 Ability to organize my own thoughts and feelings. C/D/L(See Table 2) 6 Discovered hints to solve problems (tasks). See Figure 7 7 Able to be relieved from stress. ...
Context 4
... Figure 7 8 Able to discover ways to improve human relationships. Table 2 motivation to try new things". In addition, the "4. ...

Citations

... Then, the novelty of this study is described. Hamamoto et al. proposed educational programs to enhance work engagement [3], but this is not a study focusing on increasing work engagement through the visualization of employees' own thoughts. ...
... Figure 2 shows the relationship between the questions. Hamamoto et al. used Japanese translated the definition of personal resources translated by Shimazu and proposed by Hobfoll et al. [3,7,10]. Furthermore, according to Xanthopoulou et al. the definition of personal resources proposed by Hobfoll et al. is as follows. ...
... Increased feelings of selfesteem" and "6. Discovered hints to solve problems (tasks)" [3]. Based on the argument described above, we describe the overview of the WEDC (the relationship of the WEDC frame) below. ...
Chapter
Employee engagement is positively and significantly related to their productivity, creativity, innovativeness, customer service as well as in-role and extra-role behaviors. The purpose of this study is to propose the Work Engagement Develop Canvas (WEDC), which aims to enhance employee work engagement. The evaluation method of this study is to check outputs where participants described the WEDC as well as to collect two types of questionnaires: A Pre-implementation questionnaire and a post-implementation questionnaire. Additionally, the evaluation is carried out by (1) Checking the output (2) Paired t-test, and (3) Open Coding. The novelty of this study is to focus on enhancing work engagement through the visualization of employees’ own thoughts.