The Meaning of Employee Engagement

Abstract

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.

Exploring the Relationship Between Corporate Volunteering and Internal Communications in Multinational Organizations

“…The concept of employee engagement, also referred to as organizational engagement, has a wide variety of definitions which vary based on business, psychology and human resources interpretations (Macey, Schneider, 2008). Employee engagement is primarily defined as both an employee's emotional and intellectual commitment to the organization (Baumruk, 2004) or the effort exhibited by employees for their organizations (Frank et al, 2004).…”

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

“…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). The employee has an "I feel, therefore I do" mindset (Macey & Schneider, 2008, p. 5).…”

“…Creating a safe work environment and providing resources is part of the role of the school leader (Fuller et al, 2016;Pogodzinski et al, 2012). Based on Macey and Schneider's (2008) engagement framework, teachers who trust their leaders to take care of their needs will be willing to invest their physical, cognitive, and emotional selves into the job (Christian, Garza, & Slaughter 2011;Macey & Schneider, 2008). Similar to engaged employees outside the K-12 environment engaged teachers who perceive their work as a meaningful experience are more likely to be happy with their working conditions and work experience.…”

“…I utilized Macey and Schneider's (2008) theory of engagement (see Figure 1.1) as the guiding theoretical framework for my study. According to Meyer and Gagné (2008), Macey and Schneider's (2008) engagement framework provides a better understanding of the key components of engagement.…”

“…The employee has an "I feel, therefore I do" mindset (Macey & Schneider, 2008, p. 5). Engagement is a psychological concept that incorporates enthusiasm, commitment, involvement, purpose, and passion that influence attitudes and behaviors (Macey & Schneider, 2008).…”