The Employee Engagement Scale: Initial Evidence for Construct Validity and Implications for Theory and Practice

Abstract

Interest in the employee engagement construct has gained increasing attention in recent years. Measurement tools focused on nuanced areas of engagement (i.e., job engagement and organizational engagement) have been offered; however, no measure of employee engagement has been advanced despite persistent calls in the research. We present the development, method, and results of a three‐dimensional employee engagement measurement tool developed for use in the human resource and management fields of study. Across four independent studies, the employee engagement scale (EES) was found to consist of three subfactors (cognitive, emotional, and behavioral) and a higher‐order factor (employee engagement). Across a series of four studies, we explored the factor structure and reliability of the EES (Study 1), then refined the scale, confirmed the factor structure, and examined reliability and both convergent and nomological validity evidence (Study 2). Next (Study 3), we completed a final reduction in scale items and examined additional evidence of reliability and nomological validity as well as evidence of discriminant validity. Finally (Study 4), we tested for evidence of incremental validity. In the implications for theory and practice section, we discuss the importance of an employee engagement measure aligned alongside an agreed‐upon definition and framework. Limitations and future directions for research—such as the need for further psychometric testing and exploring issues of measurement invariance—are discussed. © 2016 Wiley Periodicals, Inc.

An examination of individual teacher engagement and school climate characteristics that influence highly effective veteran teachers to remain teaching in low-performing schools.

“…Shuck and Wollard (2010) defined EE as "an individual's cognitive, emotional, and behavioral state directed toward a desired organizational outcome" (p. 103). In more recent work, EE was defined as an active, work-related positive psychological state operationalized by the intensity and direction of cognitive, emotional, and behavioral energy (Shuck, Adelson, & Reio, 2016Shuck, Nimon, & Zigarmi, 2017.…”

“…In this regard, engaged teachers (like engaged employees) are inclined to view the world from a perspective classified as a psychological state of engagement (Shuck et al, 2016). The psychological state of engagement is preceded by antecedents to behavioral engagement that motivate employee to perform (Macey & Schneider, 2008).…”

“…This serves as proxy for "teacher engagement" (TE). EE is an active, work-related positive psychological state operationalized by the intensity and direction of cognitive, emotional, and behavioral energy (Shuck, Adelson, & Reio, 2016;Shuck, Nimon, & Zigarmi, 2017). It is the act of employees bringing "their personal selves during work role performances, investing personal energy and experiencing an emotional connection with their work" (Christian et al, 2011, p. 91).…”

“…In recent literature, Shuck et al (2016) and Shuck et al (2017) defined employee engagement (EE) as an active, work-related positive psychological state operationalized by intensity and direction of cognitive, emotional, and behavioral energy.…”

“…The Employee engagement scale (EES) was developed by Shuck et al (2016) to measure cognitive, emotional, and behavioral employee engagement. The researchers pointed out that the EES was the first instrument developed to measure employee engagement compared to previous instruments which generally measured "nuanced areas of engagement" (Shuck et al,p.…”