Many researchers have concerns about work engagement's distinction from other constructs and its theoretical merit. The goals of this study were to identify an agreed-upon definition of engagement, to investigate its uniqueness, and to clarify its nomological network of constructs. Using a conceptual framework based on Macey and Schneider (2008; Industrial and Organizational Psychology, 1, 3–30), we found that engagement exhibits discriminant validity from, and criterion related validity over, job attitudes. We also found that engagement is related to several key antecedents and consequences. Finally, we used meta-analytic path modeling to test the role of engagement as a mediator of the relation between distal antecedents and job performance, finding support for our conceptual framework. In sum, our results suggest that work engagement is a useful construct that deserves further attention.

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Work engagement: a quantitative review and test of its relations with task and contextual performance

The authors propose that broad aspects of lateral relationships, conceptualized as coworker support and coworker antagonism, are linked to important individual employee outcomes (role perceptions, work attitudes, withdrawal, and effectiveness) in a framework that synthesizes several theoretical predictions. From meta-analytic tests based on 161 independent samples and 77,954 employees, the authors find support for most of the proposed linkages. Alternative explanations are ruled out, as results hold when controlling for leader influences and mediation processes. The authors also observe differential strengths of coworker influence based on its valence, content, and severity, and on the social intensity of the task environment. The authors conclude with a call for more comprehensive, complex theory and investigation of coworker influences as part of the social environment at work.

Do Peers Make the Place? Conceptual Synthesis and Meta-Analysis of Coworker Effects on Perceptions, Attitudes, OCBs, and Performance

Do peers make the place? Conceptual synthesis and meta-analysis of coworker effects on perceptions, attitudes, OCBs, and performance.

Both work engagement and job embeddedness have seen dramatic growth in research interest over the past few years. Briefly, work engagement can be defined as a positive, fulfilling state of mind, most commonly characterized by vigour, dedication, and absorption. Job embeddedness, in contrast, captures components of an individual’s attachment to their job and can be said to consist of links, perceptions of personenvironment fit, and the sacrifices involved in quitting. Despite some strong similarity in the constructs in their theoretical bases, there has been no attempt to distinguish them empirically. Thus, the primary research question driving this study was whether work engagement and job embeddedness were empirically distinct constructs. Using a sample of US employees from a wide variety of industries and occupations (n587), their supervisors, and their closest co-worker, we found via confirmatory factor analysis that engagement and embeddedness were unique constructs. Moreover, using usefulness analysis, we found that engagement and embeddedness each shared unique variance with in-role performance and intention to leave. We discuss the implications of these findings relative to work on motivation and attachment and develop practical implications from our findings as well as directions for future research.

The relative roles of engagement and embeddedness in predicting job performance and intention to leave

A meta-analysis of burnout with job demands, resources, and attitudes

https://dspace.library.uu.nl/bitstream/handle/1874/19135/Enl%202006%20%3d%20Artikel%20-%20Social%20Networks%20-%20Van%20Emmerik%20-%20Gender%20differences%20in%20the%20creation%20of%20different%20types%20of%20social%20capital%20.pdf?sequence=1

Gender differences in the creation of different types of social capital : A multilevel study

Based on the perspective of the psychological contract, this study among 2,782 constabulary officers tested the hypothesis that threats of workplace violence lead to reduced job investments (i.e., affective organizational commitment and dedication). Multilevel analyses showed negative relationships between threats of workplace violence (individually experienced and as expressed in an unsafe climate) and job investments. Peer support was related to more job investments and buffered an unsafe climate, that is, the negative relationship between an unsafe climate and reduced job investments was stronger for employees with low levels of peer support. Experiencing an unsafe climate at the aggregate level by the cumulative experience of threat by employees can perhaps be thought of as facing a common enemy, and it has been shown that this has consequences for employees' attitudes that can be buffered by peer support.

Threats of Workplace Violence and the Buffering Effect of Social Support

Most studies of burnout have focused on lack of resources, prevalence of burnout, and negative outcomes. In contrast, this study examined the relationships among altruism, burnout and a positive outcome, namely, the engagement in organizational citizenship behaviour. Web questionnaires were distributed to employees in three professional organizations. The results from the 178 respondents indicated that altruism is related to organizational citizenship behaviour. Of the three dimensions of burnout, only reduced personal accomplishment was (negatively) associated with engagement in organizational citizenship behaviours. Implications of the results are discussed and directions for future research are offered.

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Associations among altruism, burnout dimensions, and organizational citizenship behaviour

Purpose – The purpose of this study is to focus specifically on formal and informal networking and their relationship with career satisfaction. It was expected that men would engage more in networking and that men are able to use networking effectively than women, which will be shown in the achievement of greater career satisfaction.Design/methodology/approach – Hypotheses were tested with hierarchical regression analyses, using a sample of 180 (69 percent) female and 80 (31 percent) male employees from a Dutch bank.Findings – Results show that the female respondents engaged more in both formal and informal networking than male respondents. However, hierarchical regression analyses showed that the association between participating in network activities and career satisfaction is significantly stronger for men than for women.Research limitations/implications – There is certainly a need for longitudinal data to resolve issues concerning differential dropout of women and the development of effective social n...

Networking your way through the organization: Gender differences in the relationship between network participation and career satisfaction

This study examined gender differences in the effectiveness of five sources of coping assistance to reduce dissatisfaction and emotional exhaustion among 403 female and 664 male academic staff of a Dutch university. It was hypothesized that support at work ((1) socio-emotional aid from the supervisor and colleagues, (2) a supportive climate in the department, and (3) practical assistance in the department) and support at home ((4) socio-emotional aid from the spouse, and (5) practical assistance from the spouse) would reduce dissatisfaction and burnout, and that women especially would benefit from these coping assistance measures. Using moderated regression analyses, the results showed that coping assistance from a supervisor and colleagues is an important measure to reduce both dissatisfaction and emotional exhaustion. Further, a supportive departmental climate and practical assistance in the department reduced emotional exhaustion and especially female academic staff benefited from these types of coping...

Ij. Hetty van Emmerik

Papers

Gender differences in the creation of different types of social capital : A multilevel study

Threats of Workplace Violence and the Buffering Effect of Social Support

Associations among altruism, burnout dimensions, and organizational citizenship behaviour

Networking your way through the organization: Gender differences in the relationship between network participation and career satisfaction

Gender differences in the effects of coping assistance on the reduction of burnout in academic staff