Based on 7,939 business units in 36 companies, this study used meta-analysis to examine the relationship at the business-unit level between employee satisfaction-engagement and the business-unit outcomes of customer satisfaction, productivity, profit, employee turnover, and accidents. Generalizable relationships large enough to have substantial practical value were found between unit-level employee satisfaction-engagement and these business-unit outcomes. One implication is that changes in management practices that increase employee satisfaction may increase business-unit outcomes, including profit.

https://img2.custompublish.com/getfile.php/153759.472/harter,%20schmidt

Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: a meta-analysis.

This study examined the relationship between perceptions of fairness and organizational citizenship (extrarole) behaviors in a sample drawn from two firms in the midwestern United States. A theoretical basis for a relationship between fairness and citizenship was drawn from equity theory and other theories of social exchange. Structural equation analysis with LISREL7 found support for four hypotheses, including support for a relationship between perceptions of procedural justice and four of five citizenship dimensions.

Relationship between organizational justice and organizational citizenship behaviors : do fairness perceptions influence employee citizenship ?

A meta-analysis of single-item measures of overall job satisfaction (28 correlations from 17 studies with 7,682 people) found an average uncorrected correlation of .63 (SD = .09) with scale measures of overall job satisfaction. The overall mean correlation (corrected only for reliability) is .67 (SD = .08), and it is moderated by the type of measurement scale used. The mean corrected correlation for the best group of scale measures (8 correlations, 1,735 people) is .72 (SD = .05). The correction for attenuation formula was used to estimate the minimum level of reliability for a single-item measure. These estimates range from .45 to .69, depending on the assumptions made.

Overall job satisfaction: how good are single-item measures?

The meaning of employee engagement is ambiguous among both academic researchers and among practitioners who use it in conversations with clients. We show that the term is used at different times to refer to psychological states, traits, and behaviors as well as their antecedents and outcomes. Drawing on diverse relevant literatures, we offer a series of propositions about (a) psychological state engagement; (b) behavioral engagement; and (c) trait engagement. In addition, we offer propositions regarding the effects of job attributes and leadership as main effects on state and behavioral engagement and as moderators of the relationships among the 3 facets of engagement. We conclude with thoughts about the measurement of the 3 facets of engagement and potential antecedents, especially measurement via employee surveys.

https://www.cambridge.org/core/services/aop-cambridge-core/content/view/0517A938DBEDA2E0BE2FBE27A9DDC4DB/S175494260000002Xa.pdf/div-class-title-the-meaning-of-employee-engagement-div.pdf

H. Arthur

Papers

an Index of Job Satisfaction.