Purpose – Employee engagement has become a hot topic in recent years among consulting firms and in the popular business press. However, employee engagement has rarely been studied in the academic literature and relatively little is known about its antecedents and consequences. The purpose of this study was to test a model of the antecedents and consequences of job and organization engagements based on social exchange theory.Design/methodology/approach – A survey was completed by 102 employees working in a variety of jobs and organizations. The average age was 34 and 60 percent were female. Participants had been in their current job for an average of four years, in their organization an average of five years, and had on average 12 years of work experience. The survey included measures of job and organization engagement as well as the antecedents and consequences of engagement.Findings – Results indicate that there is a meaningful difference between job and organization engagements and that perceived organi...

Antecedents and consequences of employee engagement

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

The Meaning of Employee Engagement

http://curriculumstudies.pbworks.com/f/Burnout+and+work+engagement+-+Hakanen,+J.pdf

Burnout and Work Engagement among Teachers.

Purpose - This paper aims to provide an overview of the recently introduced concept of work engagement. Design/methodology/approach - Qualitative and quantitative studies on work engagement are reviewed to uncover the manifestation of engagement, and reveal its antecedents and consequences. Findings - Work engagement can be defined as a state including vigor, dedication, and absorption. Job and personal resources are the main predictors of engagement; these resources gain their salience in the context of high job demands. Engaged workers are more creative, more productive, and more willing to go the extra mile. Originality/value - The findings of previous studies are integrated in an overall model that can be used to develop work engagement and advance career development in today's workplace.

Towards a model of work engagement

A longitudinal study predicted changes in burnout or engagement a year later by identifying 2 types of early indicators at the initial assessment. Organizational employees (N = 466) completed measures of burnout and 6 areas of worklife at 2 times with a 1-year interval. Those people who showed an inconsistent pattern at Time 1 were more likely to change over the year than were those who did not. Among this group, those who also displayed a workplace incongruity in the area of fairness moved to burnout at Time 2, while those without this incongruity moved toward engagement. The implications of these 2 predictive indicators are discussed in terms of the enhanced ability to customize interventions for targeted groups within the workplace.

Early predictors of job burnout and engagement.

https://www.wilmarschaufeli.nl/publications/Schaufeli/235.pdf

Burnout and work engagement: Independent factors or opposite poles?

The aim of the present study is to illustrate how the appropriate or inappropriate application of exploratory factor analysis (EFA) can lead to quite different conclusions. To reach this goal, we evaluated the degree to which four different programs used to perform an EFA, specifically SPSS, FACTOR, PRELIS and MPlus, allow or limit the application of the currently recommended standards. In addition, we analyze and compare the results offered by the four programs when factor analyzing empirical data from scales that fit the assumptions of the classic linear EFA modeling adequately, ambiguously, or optimally, depending on the case, through the possibilities the different programs offer. The results of the comparison show the consequences of choosing one program or another; and the consequences of selecting some options or others within the same program, depending on the nature of the data. Finally, the study offers practical recommendations for applied researchers with a methodological orientation.

/pdf/the-exploratory-factor-analysis-of-items-guided-analysis-2d45l4g1pq.pdf

The exploratory factor analysis of items: guided analysis based on empirical data and software

The objective of this study is to test the validity of the collective climate concept. It was expected that membership in collective climates was related to membership in the collectivities defined by departmental membership, hierarchical level, shift, job location and organizational tenure. The study sample was composed of 195 employees from a central administration agency. Using a combination of hierarchical and non-hierarchical clustering methods, three different collective climates were obtained. The results showed that only hierarchical level was related to collective climate membership. Based on all the results obtained, the debate on the validity of collective climates is reconsidered, and research on climate formation and relevant factors in that process is emphasized.

The validity of collective climates

La validite de construction des echelles de Rizzo, House, et Lirtzman (1970) a ete fortement critiquee ces dernieres annees. Les critiques portent sur la formulation des items qui constituent ces echelles, ce qui fait que l'interpretation des echelles depend totalement de la formulation des items. Ces critiques ont favorise l'emergence d'autres modeles factoriels. La duplication elargie de Kelloway et Barling (1990), l'analyse factorielle destinee a confirmer la validite des echelles de Rizzo et al. et une echelle de surcharge des roles avec des items formules a la fois affirmativement et negativement furent utilisees pour eprouver la validite de construction des echelles d'ambiguite et de conflit de roles. Cinq modeles factoriels possibles furent compares sur deux echantillons (N 1 = 173 et N 2 = 273). Un modele qui propose trois facteurs de premier ordre compatibles avec des interpretations independantes des conflits de role et de la surcharge des roles, et un facteur de second ordre concernant le stress des roles en general correspondait mieux aux donnees que les quatre autres modeles dans les deux echantillons, confirmant ainsi la validite de construction des echelles.

Construct Validity of Rizzo et al.‘s (1970) Role Conflict and Ambiguity Scales: A Multisample Study

Cet article examine un modele causal concernant les causes et les consequences du conflit de role et de l'ambiguite chez des infirmieres et des medecins generalistes travaillant dans des equipes de soins primaires. Comme causes du stress de role le modele inclut l'autonomie dans le travail, la reaction des collegues, la standardisation des buts, la duree du travail, son poids excessif. Les effets hypothetiques du conflit de role et de l'ambiguite sont la tension dans le travail, la satisfaction dans le travail et la tentation de quitter l'equipe. Le modele causal hypothetique a ete etudie, avec le programme LISREL VII sur les donnees obtenues de 190 infirmieres et 206 medecins generalistes. La pertinence du modele s'est revelee satisfaisante pour les deux echantillons. Il exprime de facon adequate les liaisons observees dans chacun des echantillons. Cependant des differences ont ete mise en evidence par les niveaux de signification des estimations de quelques parametres.

Susana Lloret

Papers

Burnout and work engagement: Independent factors or opposite poles?

The exploratory factor analysis of items: guided analysis based on empirical data and software

The validity of collective climates

Construct Validity of Rizzo et al.‘s (1970) Role Conflict and Ambiguity Scales: A Multisample Study

Role stress antecedents and consequences in nurses and physicians working in primary health care teams: A causal model.