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Lecture 9 Employee Engagement

The document discusses employee engagement, including: 1) Definitions of employee engagement from various researchers focusing on factors like personal presence, fulfillment, involvement, satisfaction, and enthusiasm. 2) Frameworks for employee engagement that examine antecedents like meaningful work, safety, availability, burnout levels, and individual traits. 3) Areas of consistency and inconsistency in engagement research regarding where engagement develops and how engaged behaviors are manifested. 4) Antecedents to engagement including learning opportunities, challenging work, relationships, career growth, compensation, and recognition.

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UMAMA UZAIR MIRZA
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143 views

Lecture 9 Employee Engagement

The document discusses employee engagement, including: 1) Definitions of employee engagement from various researchers focusing on factors like personal presence, fulfillment, involvement, satisfaction, and enthusiasm. 2) Frameworks for employee engagement that examine antecedents like meaningful work, safety, availability, burnout levels, and individual traits. 3) Areas of consistency and inconsistency in engagement research regarding where engagement develops and how engaged behaviors are manifested. 4) Antecedents to engagement including learning opportunities, challenging work, relationships, career growth, compensation, and recognition.

Uploaded by

UMAMA UZAIR MIRZA
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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Employee Engagement

Lecture 9
Lecture Objectives

 Motivation to Employee Engagement


 Definition of Employee Engagement
 Employee Engagement Frameworks
 Areas of consistency and inconsistency in research
 Antecedents to employee engagement
 Some misconceptions about Employee Engagement
Motivation leading towards
Engagement

Employee Engagement

Employee Motivation
Motivation - Drivers
Definition of Employee
Engagement
• Personal engagement is the simultaneous employment and
expression of a person’s ‘preferred self’ in task behaviors that
promote connections to work and to others, personal presence,
and active full role performances (Kahn, 1990).
• A persistent, positive affective-motivational state of fulfillment in
employees that is characterized by high levels of activation and
pleasure (Maslach et al., 2001).
• Employee engagement refers to the individual’s involvement and
satisfaction with as well as enthusiasm for work (Harter et al.,
2002).
Definition of Employee
Engagement (Contd.)
• A distinct and unique construct that consists of cognitive,
emotional, and behavioral components that is associated
with individual role performance (Saks, 2006).
• The Trait engagement is defined as the “inclination or
orientation to experience the world from a particular
vantage point” (Macey & Schneider, 2008)
Chronology of Employee
Engagement’s evolution
Contributors’ names Year
Kahn 1990
Maslach et al 2001
Harter et al 2002
Saks 2006
Macey & Schneider 2008
Chronology of Employee
Engagement evolution
Kahn’s (1990) Need –Satisfying Approach
Three states affect three psychological domains
Meaningfulness

Safety

Availability
Chronology of Employee
Engagement evolution
Maslach et al.’s (2001) Burnout-Antithesis
Approach
Engagement characterized as opposite to burnout
dimensions of:
Exhaustion
Cynicism
Ineffectiveness
Chronology of Employee
Engagement evolution
Harter et al.’s (2002) Satisfaction-
Engagement Approach
• Individual’s involvement
• Satisfaction
• Enthusiasm for work
Chronology of Employee
Engagement evolution
Sak’s (2006) Multidimensional Approach
States of engagement: Job engagement and
organizational engagement
Cognitive, emotional, and behavioral components
Chronology of Employee
Engagement evolution
Macey & Schneider’s Contribution
Trait engagement – Proactive Personality, Conscientious,
Initiative seeker
 Psychological state engagement – Satisfaction, Involvement,
Commitment, Empowerment
 Behavioral engagement – OCB, Extra Role Behavior and Role
Expansion
Areas of Consistency &
Inconsistency in Research
• Inconsistency: Confusion about where the decision to
become engaged develops.
• Inconsistency in types of engagement.
• Consistency: Behavioral manifestation of employee
engagement is understood.
• Inconsistency: How behavior is manifested: Employee’s
role performance, employer’s success and profit.
• Consistency: Employee’s discretionary effort but
consistently understood as an internal decision
manifested outwardly and is best conceptualized as a
positive move.
Antecedents to Employee
Engagement
Learning environment
Challenging job
Good relationship with boss
Career paths and opportunities
Good compensation packages
Recognition
Forums for discussion and participation
Satisfied or Engaged?
Nomological Overlap Model

A - Work
Organizational Job related
Commitment B Employee A attitude
Satisfaction
Engagement

C
B - Attachment like Job C - Cognitive
state directed dimensions of
towards work Involvement work-related
thought processes
Shuck et. al., 2013

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