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Hello !
Thank you for your interest and for your question.
This limitation concerned my literature about work engagement and its link with performance. The Job-Demands Resources (Bakker & Demerouti, 2008) explains that there are several factors that enter into account in performance (including work engagement) such as work-related resources (work climate, supervision, etc.) and personal resources such as the feeling of self-efficacy, conscientiousness, etc.
I think it would be best to first look in the literature to see wich resources in countering the demands of work and then test them if they exist through questionnaires, or if not, through self-assessment questions. This will depend on the goal of the study and the possibility of using the questionnaires.
I hope this best answers your question :).
Have a nice day !
Thank you for your interest and for your question.
This limitation concerned my literature about work engagement and its link with performance. The Job-Demands Resources (Bakker & Demerouti, 2008) explains that there are several factors that enter into account in performance (including work engagement) such as work-related resources (work climate, supervision, etc.) and personal resources such as the feeling of self-efficacy, conscientiousness, etc.
I think it would be best to first look in the literature to see wich resources in countering the demands of work and then test them if they exist through questionnaires, or if not, through self-assessment questions. This will depend on the goal of the study and the possibility of using the questionnaires.
I hope this best answers your question :).
Have a nice day !