Die Bedeutung freiwilligen Arbeitsengagements in Organisationen wird begründet. Äußerungsformen und psychisch relevante Faktoren eines entsprechenden Verhaltens werden beschrieben. Es wird ein Modell freiwilligen Arbeitsenagagements skizziert und dargestellt, welche Effekte empirisch gesichert sind. Eine Diskussion von Ansatzpunkten für personalpsychologische Maßnahmen schließt sich an. Durch Besonderheiten der Kernvariablen positive Stimmung bedingt wird für Kontextkontrolle und indirekte Einflußnahme plädiert.
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