Been There, Bottled That: Are State and Behavioral Work Engagement New and Useful Construct “Wines”?

By Daniel A. Newman, David A. Harrison. Industrial and Organizational Psychology, 2008

235 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/34931ae9a4422e6d991ffd0ac6df9040888f0d18

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In General Health Professions

In Organizational Behavior and Human Resource Management

Citations in the corpus

Engaged in Engagement: We Are Delighted We Did It (2008, background): “Newman and Harrison (2008) argue that we have relabeled reshuffled items.”
The nature of employee engagement: rethinking the employee–organization relationship (2017, unknown): “…other constructs related to the employee–organization relationship (e.g. Dalal, Brummel, Wee, & Thomas, 2008; Frese, 2008; Griffin, Parker, & Neal, 2008; Newman & Harrison, 2008; Saks, 2008; Schohat & Vigoda-Gadot, 2010) or simply a ‘new blend of old wines’ (Newman, Joseph, & Hulin, 2010, p. 45).”
What Do We Really Know About Employee Engagement (2014, methodology): “Furthermore, as noted by Newman and Harrison (2008), four of the fi ve items of the dedication scale are almost identical to items used to measure other more established constructs such as job satisfaction and organizational commitment.”
Investigating the incremental validity of employee engagement in the prediction of employee effectiveness: A meta-analytic path analysis (2017, background): “…M.M., et al., Investigating the incremental validity of employee engagement in the prediction of employee effectiveness: A meta-analytic path an..., Human Resource Management Review (2016), http://dx.doi.org/10.1016/ j.hrmr.2016.03.002 commitment, and job involvement (Newman & Harrison, 2008).”
WORK ENGAGEMENT: A QUANTITATIVE REVIEW AND TEST OF ITS RELATIONS WITH TASK AND CONTEXTUAL PERFORMANCE (2011, background): “As a result, there is confusion as to whether engagement is conceptually and empirically different from other constructs (e.g., Dalal, Brummel, Wee, & Thomas, 2008; Macey & Schneider, 2008; Newman & Harrison, 2008).”
An investigation into the validity of two measures of work engagement (2012, background): “2002; Macey and Schneider 2008), as well as with these other constructs (Newman and Harrison 2008).”
JOB ENGAGEMENT: ANTECEDENTS AND EFFECTS ON JOB PERFORMANCE (2010, background): “Most existing measures of engagement have been criticized for not fully reflecting Kahn’s (1990) conceptualization as the degree to which individuals invest their physical, cognitive, and emotional energies into their role performance (Newman & Harrison, 2008).”
The Employee Engagement Landscape and HRD (2011, background): “…employee engagement is simply a reconceptualization of other well-researched variables (i.e., old wine in a new bottle or same lady-different dress; Newman & Harrison, 2008; Schohat & Vigoda-Gadot, 2010); others advocate its distinctiveness (Macey & Schneider, 2008; Saks, 2006; Salanova, Agut, &…”
Work engagement as a mediator between employee attitudes and outcomes (2013, result): “…work engagement construct overlaps with other well-established constructs such as job involvement, job satisfaction and organizational commitment (Newman and Harrison 2008; Wefald and Downey 2009), while other studies indicate the uniqueness of the work engagement construct compared to other…”
Personality, self-efficacy and job resources and their associations with employee engagement, affective commitment and turnover intentions (2020, background): “Researchers have called for research that further integrates engagement and commitment as important indicators of employees’ psychological connection to their work (Albrecht et al., 2015; Hallberg & Schaufeli, 2006; Meyer, Gagné, & Parfyonova, 2010; Newman & Harrison, 2008).”
The Relationship Between Work Engagement and Organizational Commitment: Proposing Research Agendas Through a Review of Empirical Literature (2017, background): “Despite its popular and wide use, some scholars have argued that the UWES includes redundant elements and measures of job burnout and tends to measure predictors of engagement rather than engagement itself (Lee et al., 2016; Newman & Harrison, 2008; Rich et al., 2010).”