Hence, POB may contribute by supplementing the traditional negative model with a distinct wellness model that focuses on POB. Moreover, we agree with Tetrick (2002), who convincingly argued that it is very unlikely that the same mechanisms that underlie employee ill-health and malfunctioning constitute employee health and optimal functioning. For instance, if work engagement would be the perfect opposite of burnout, there is little to be gained from engagement research beyond what is already known from burnout research (see below). ![]() ![]() 715) have argued ‘‘.it is time to extend our research focus and explore more fully the positive sides, so as to gain full understanding of the meaning and effects of working.’’ However, in order to make a substantive contribution to organizational science, POB will need to show the added value of the positive over and above the negative. Failing to recognize the positive aspects of work is inappropriate and as Turner, Barling, and Zacharatos (2002, p.
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