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Updated: Jan 31, 2026

Assessing the Multiple Dimensions of Engagement to Characterize Learning: A Neurophysiological Perspective
Published on: July 1, 2015
Who is Engaged at Work?: A Large-Scale Study in 30 European Countries
Jari J Hakanen1, Annina Ropponen, Wilmar B Schaufeli
1Workability and Working Careers, Finnish Institute of Occupational Health, Helsinki, Finland (Drs Hakanen, Ropponen), Research Unit Occupational & Organizational Psychology and Professional Learning, Leuven, Belgium (Drs Schaufeli, Witte), Department of Social, Health & Organizational Psychology, Utrecht University, Utrecht, The Netherlands (Schaufeli), Optentia Research Focus Area, North-West University, Vaal Triangle Campus, Vanderbijlpark, South Africa (Dr Witte).
Objective:
The aim was to investigate differences in the levels of work engagement across demographic and work- and organization-related factors, and their relative importance for work engagement.
Methods:
The study was on the basis of a sample of 17,498 male and 17,897 female employees from the sixth European Working Conditions Survey collected in 2015. Linear regression models and dominance analysis were used.
Results:
Several significant differences were observed between the levels of work engagement in different demographic and work- and organization-related groups. Employees working in human service occupations reported higher levels of work engagement than employees in other industries. Relatively, occupational group (68%) and industry (17%) contributed most to work engagement.
Conclusion:
It is important to focus on enhancing work engagement, particularly among less educated employees, among those with nonpermanent contracts, and in certain occupations.
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