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Employee engagement is a complex and dynamic process that reflects each individual's unique, personal relationship with work. Engaged employees have a clear and defining connection to the organization's mission and purpose, and employee engagement is reflected in behaviors that meet or exceed expectations of service in the workplace. The purpose of this study was to explore relationships between personality and engagement among professionals and managers providing services to people with developmental disabilities. In particular, the authors investigated relationships between the 5-factor model of personality (FFM) and William Kahn's model of employee engagement encompassing physical, emotional, and cognitive components.

SiZer (SIgnificant ZERo crossing of the derivatives) is a graphical scale-space visualization tool that allows for statistical inferences. In this paper we develop a spatial SiZer for finding significant features and conducting goodness-of-fit tests for spatially dependent images. The spatial SiZer utilizes a family of kernel estimates of the image and provides not only exploratory data analysis but also statistical inference with spatial correlation taken into account. It is also capable of comparing the observed image with a specific null model being tested by adjusting the statistical inference using an assumed covariance structure. Pixel locations having statistically significant differences between the image and a given null model are highlighted by arrows. The spatial SiZer is compared with the existing independent SiZer via the analysis of simulated data with and without signal on both planar and spherical domains. We apply the spatial SiZer method to the decadal temperature change over some regions of the Earth.

The focus of this study was emotional engagement, or a strong emotional attachment to one's work (Kahn, 1990). The purpose of the study was to determine the relationship among five factors of personality (need for stability, extraversion, originality, accommodation, and consolidation); psychological conditions of engagement; person–work fit, and the emotional engagement of human resource senior leaders, managers, and generalists. Structural equation modeling was completed separately for each of the three job categories. The results supported significant direct relationships among personality factors and emotional engagement but suggested that meaningfulness, availability, and person–work fit also moderate these relationships. This study makes three main contributions to the literature on the topic. First, although previous research (May, Gilson, & Harter, 2004; Rothmann & Rothmann, 2010) investigated engagement in general, this study spotlighted emotional engagement. Second, this study drew a path leading from personality to emotional engagement, moderated by psychological engagement conditions. Third, this study focused on human resource professionals, who hitherto had received scant coverage in the literature. This study proposes an emotional engagement formula that accounts for a large portion of the variability in emotional engagement (58% for managers, 61% for generalists, and 62% for senior leaders).