Yoesoep Edhie Rachmad. In 2016, the author earned the title of Doctor of Humanity, hold a Ph.D. in Information Technology and a DBA in General Management. Since 2016, the author has been teaching at international universities in Malaysia, Singapore, Thailand, and the USA. In 1999, the author founded the Education Training Centre (ETC), an organization dedicated to providing educational services and social support for the underprivileged. This organization offers shelter homes for children in need of a safe place to live and drop-in schools for those who need to continue their education. The ETC is also involved in research aimed at advancing science, which led to the author earning the title of Professor and joining the WPF. Additionally, the author is actively involved in global social development programs through the United Nations. They are a member of the UN Global Compact (id-137635), the UN Global Market (id-709131), and the UN ECOSOC (id-677556). The author has served as a reviewer for several international journals and book chapters, and has written numerous books and articles on a wide range of topics including Philosophy, Economics, Management, Arts and Culture, Anthropology, Law, Psychology, Education, Sociology, Health, Technology, Tourism, and Communication. Rachmad, Yoesoep Edhie. 2022. Psychological Engagement Theory. Ávila Murallas Publicaciones Internacionales, Edición Especial 2022. https://doi.org/10.17605/osf.io/ubvjh Psychological Engagement Theory, introduced by Yoesoep Edhie Rachmad in 2022, emerged from the need to understand how psychological engagement can impact individual performance and well-being. In an increasingly complex world, emotional and cognitive engagement in various aspects of life is crucial for achieving optimal outcomes. This theory provides guidance on how individuals can enhance their engagement in work, education, and social interactions to achieve better well-being and performance. Definition and Basic Concepts Psychological Engagement Theory defines psychological engagement as a state where individuals are emotionally and cognitively connected to a task, activity, or relationship. The basic concept of this theory is that high engagement involves full attention, enthusiasm, and dedication to what one is doing. The theory emphasizes that good psychological engagement not only boosts productivity and performance but also leads to greater emotional satisfaction and well-being. Underlying Phenomena The theory is based on the phenomenon that many individuals often feel disconnected or less engaged in their daily work or activities. This lack of engagement can lead to stress, decreased performance, and dissatisfaction. For instance, in the workplace, disengaged employees tend to have lower productivity and are more susceptible to burnout. This phenomenon highlights the importance of increasing psychological engagement to create a productive and fulfilling environment. Working Principles The working principles of Psychological Engagement Theory involve several key steps. First, it is important to create a supportive and motivating environment. Second, ensuring that individuals feel valued and recognized for their contributions is crucial. Third, providing appropriate challenges and opportunities for personal and professional growth is essential. The theory also emphasizes the importance of effective communication and constructive feedback to enhance psychological engagement. Indicators Key indicators of this theory include levels of emotional and cognitive engagement, job satisfaction, and individual performance. Other indicators include a sense of belonging, intrinsic motivation, and the quality of interpersonal relationships. Measuring these indicators can be done through engagement surveys, interviews, and behavioral observations in various contexts. These indicators help evaluate how engaged and committed individuals feel towards their tasks or activities. Operational Variables Operational variables of Psychological Engagement Theory include measuring levels of emotional engagement, the quality of feedback, and a sense of belonging. These variables can be measured through surveys, self-assessments, and performance data analysis. This data provides insights into how individuals are psychologically engaged and how interventions can be designed to enhance this engagement. Application Areas The theory can be applied in various fields such as Human Resource Management (HRM), Psychology, Education, Social Communication, and Health. In HRM, the theory helps develop programs that boost employee engagement and improve job performance. In Psychology, the theory is useful for understanding how individuals can enhance their engagement in various aspects of life to achieve better well-being. In Education, the theory supports the development of curricula that promote student engagement in the learning process. In Social Communication, the theory guides strategies to increase community engagement in social and community activities. In Health, the theory aids in designing programs that encourage patient engagement in their healthcare to improve health outcomes. Determining Factors The success of applying this theory is determined by several key factors. Support from the social and organizational environment is crucial to create conditions that foster psychological engagement. Additionally, effective communication, constructive feedback, and opportunities for growth are key factors. Success is also influenced by individuals' ability to utilize available resources and opportunities to enhance their engagement. Implementation and Strategies Implementing this theory requires a structured and ongoing approach. The first step is to identify the need for psychological engagement and develop appropriate programs. Effective strategies include providing training on the importance of engagement, developing policies that support psychological engagement, and creating mechanisms for feedback and evaluation. Continuous evaluation and adjustment of strategies based on individual feedback are vital to ensure long-term success. Supporting and Hindering Challenges Challenges in applying this theory include resistance to change, a lack of understanding of the importance of psychological engagement, and limited resources to develop and implement engagement programs. However, with strong support from the social and organizational environment, as well as ongoing education, these challenges can be overcome. Success also depends on the ability to create environments that support individual engagement and adaptation, and the ability to manage conflicts and barriers that may arise in the process of developing psychological engagement. Conclusion Psychological Engagement Theory emphasizes the importance of psychological engagement in achieving optimal well-being and performance. The theory provides a comprehensive framework for understanding and facilitating psychological engagement in various fields. With proper implementation, this theory can help individuals and organizations increase their engagement, better face challenges, and create positive impacts on well-being and performance. Rachmad, Yoesoep Edhie. 2022. Psychological Engagement Theory. Ávila Murallas Publicaciones Internacionales, Edición Especial 2022. https://doi.org/10.17605/osf.io/ubvjh Psychological Engagement Theory, introduced by Yoesoep Edhie Rachmad in 2022, emerged from the need to understand how psychological engagement can impact individual performance and well-being. In an increasingly complex world, emotional and cognitive engagement in various aspects of life is crucial for achieving optimal outcomes. This theory provides guidance on how individuals can enhance their engagement in work, education, and social interactions to achieve better well-being and performance. Definition and Basic Concepts Psychological Engagement Theory defines psychological engagement as a state where individuals are emotionally and cognitively connected to a task, activity, or relationship. The basic concept of this theory is that high engagement involves full attention, enthusiasm, and dedication to what one is doing. The theory emphasizes that good psychological engagement not only boosts productivity and performance but also leads to greater emotional satisfaction and well-being. Underlying Phenomena The theory is based on the phenomenon that many individuals often feel disconnected or less engaged in their daily work or activities. This lack of engagement can lead to stress, decreased performance, and dissatisfaction. For instance, in the workplace, disengaged employees tend to have lower productivity and are more susceptible to burnout. This phenomenon highlights the importance of increasing psychological engagement to create a productive and fulfilling environment. Working Principles The working principles of Psychological Engagement Theory involve several key steps. First, it is important to create a supportive and motivating environment. Second, ensuring that individuals feel valued and recognized for their contributions is crucial. Third, providing appropriate challenges and opportunities for personal and professional growth is essential. The theory also emphasizes the importance of effective communication and constructive feedback to enhance psychological engagement. Indicators Key indicators of this theory include levels of emotional and cognitive engagement, job satisfaction, and individual performance. Other indicators include a sense of belonging, intrinsic motivation, and the quality of interpersonal relationships. Measuring these indicators can be done through engagement surveys, interviews, and behavioral observations in various contexts. These indicators help evaluate how engaged and committed individuals feel towards their tasks or activities. Operational Variables Operational variables of Psychological Engagement Theory include measuring levels of emotional engagement, the quality of feedback, and a sense of belonging. These variables can be measured through surveys, self-assessments, and performance data analysis. This data provides insights into how individuals are psychologically engaged and how interventions can be designed to enhance this engagement. Application Areas The theory can be applied in various fields such as Human Resource Management (HRM), Psychology, Education, Social Communication, and Health. In HRM, the theory helps develop programs that boost employee engagement and improve job performance. In Psychology, the theory is useful for understanding how individuals can enhance their engagement in various aspects of life to achieve better well-being. In Education, the theory supports the development of curricula that promote student engagement in the learning process. In Social Communication, the theory guides strategies to increase community engagement in social and community activities. In Health, the theory aids in designing programs that encourage patient engagement in their healthcare to improve health outcomes. Determining Factors The success of applying this theory is determined by several key factors. Support from the social and organizational environment is crucial to create conditions that foster psychological engagement. Additionally, effective communication, constructive feedback, and opportunities for growth are key factors. Success is also influenced by individuals' ability to utilize available resources and opportunities to enhance their engagement. Implementation and Strategies Implementing this theory requires a structured and ongoing approach. The first step is to identify the need for psychological engagement and develop appropriate programs. Effective strategies include providing training on the importance of engagement, developing policies that support psychological engagement, and creating mechanisms for feedback and evaluation. Continuous evaluation and adjustment of strategies based on individual feedback are vital to ensure long-term success. Supporting and Hindering Challenges Challenges in applying this theory include resistance to change, a lack of understanding of the importance of psychological engagement, and limited resources to develop and implement engagement programs. However, with strong support from the social and organizational environment, as well as ongoing education, these challenges can be overcome. Success also depends on the ability to create environments that support individual engagement and adaptation, and the ability to manage conflicts and barriers that may arise in the process of developing psychological engagement. Conclusion Psychological Engagement Theory emphasizes the importance of psychological engagement in achieving optimal well-being and performance. The theory provides a comprehensive framework for understanding and facilitating psychological engagement in various fields. With proper implementation, this theory can help individuals and organizations increase their engagement, better face challenges, and create positive impacts on well-being and performance.   Table of Contents Psychological Engagement Theory By Yoesoep Edhie Rachmad Published by Ávila Murallas Publicaciones Internacionales, Edición Especial 2022 DOI: https://doi.org/10.17605/osf.io/ubvjh ________________________________________ Chapter 1: Introduction to Psychological Engagement 1.1 Defining Psychological Engagement ..... 1 1.2 The Importance of Engagement in Modern Life ..... 7 1.3 Historical Foundations of Engagement Theories ..... 14 Chapter 2: Core Concepts of Psychological Engagement Theory 2.1 Emotional and Cognitive Engagement ..... 27 2.2 Motivation and Intrinsic Drive ..... 34 2.3 Connection between Engagement and Well-being ..... 42 Chapter 3: Underlying Phenomena 3.1 Disengagement and its Impact ..... 55 3.2 Psychological Stress and Disconnection ..... 63 3.3 Workplace Burnout and Low Engagement ..... 72 Chapter 4: Working Principles of Psychological Engagement Theory 4.1 Creating a Supportive Environment ..... 85 4.2 Valuing Contributions and Recognition ..... 93 4.3 Providing Growth Opportunities ..... 101 Chapter 5: Measuring Psychological Engagement 5.1 Engagement Surveys and Their Effectiveness ..... 117 5.2 Indicators of Emotional and Cognitive Engagement ..... 126 5.3 Evaluation Techniques for Assessing Engagement ..... 134 Chapter 6: Operational Variables of Psychological Engagement 6.1 Measuring Emotional Involvement ..... 147 6.2 Assessing Feedback Quality ..... 156 6.3 Sense of Belonging and Group Dynamics ..... 164 Chapter 7: Application of Psychological Engagement Theory 7.1 HRM: Boosting Employee Engagement ..... 179 7.2 Education: Fostering Student Involvement ..... 188 7.3 Psychology: Enhancing Individual Well-being ..... 196 7.4 Health: Engaging Patients for Better Outcomes ..... 205 Chapter 8: Key Factors Influencing Engagement 8.1 Social and Organizational Support ..... 221 8.2 Communication and Constructive Feedback ..... 230 8.3 Personal Growth and Development Opportunities ..... 238 Chapter 9: Strategies for Implementing Psychological Engagement Theory 9.1 Identifying Needs for Psychological Engagement ..... 253 9.2 Developing Engagement Programs ..... 260 9.3 Feedback Mechanisms and Continuous Evaluation ..... 267 Chapter 10: Challenges in Developing Psychological Engagement 10.1 Overcoming Resistance to Engagement Programs ..... 281 10.2 Addressing Limited Resources for Engagement Initiatives ..... 289 10.3 Managing Conflicts in Engagement Processes ..... 297 Chapter 11: Case Studies on Engagement Programs 11.1 Successful Employee Engagement Strategies ..... 315 11.2 Educational Engagement Success Stories ..... 324 11.3 Community and Social Engagement Initiatives ..... 332 Chapter 12: Future Directions in Psychological Engagement Research 12.1 Innovations in Measuring Engagement ..... 349 12.2 Expanding Engagement Theories to New Fields ..... 358 12.3 The Role of Technology in Psychological Engagement ..... 366 ________________________________________ Appendices • Appendix A: Engagement Survey Tools and Templates ..... 379 • Appendix B: Case Study Methodologies for Engagement Research ..... 387 • Appendix C: Key Insights from Real-world Engagement Practices ..... 395 ________________________________________ References ..................................................................... 407 Index ................................................................................. 421 Acknowledgments ................................................................. 437   AUTHOR PROFILE In 2016, the author earned the title of Doctor of Humanity, hold a Ph.D. in Information Technology and a DBA in General Management. Since 2016, the author has been teaching at international universities in Malaysia, Singapore, Thailand, and the USA. In 1999, the author founded the Education Training Centre (ETC), an organization dedicated to providing educational services and social support for the underprivileged. This organization offers shelter homes for children in need of a safe place to live and drop-in schools for those who need to continue their education. The ETC is also involved in research aimed at advancing science, which led to the author earning the title of Professor and joining the WPF. Additionally, the author is actively involved in global social development programs through the United Nations. They are a member of the UN Global Compact (id-137635), the UN Global Market (id-709131), and the UN ECOSOC (id-677556). The author has served as a reviewer for several international journals and book chapters, and has written numerous books and articles on a wide range of topics including Philosophy, Economics, Management, Arts and Culture, Anthropology, Law, Psychology, Education, Sociology, Health, Technology, Tourism, and Communication.