WORK ENGAGEMENT: A QUANTITATIVE REVIEW AND TEST OF ITS RELATIONS WITH TASK AND CONTEXTUAL PERFORMANCE

By Michael S Christian, Adela S. Garza, J. Slaughter. 2011

2,926 citations recorded by the source corpus.

Many researchers have concerns about work engagement's distinction from other constructs and its theoretical merit. The goals of this study were to identify an agreed-upon definition of engagement, to investigate its uniqueness, and to clarify its nomological network of constructs. Using a conceptual framework based on Macey and Schneider (2008; Industrial and Organizational Psychology, 1, 3–30), we found that engagement exhibits discriminant validity from, and criterion related validity over, job attitudes. We also found that engagement is related to several key antecedents and consequences. Finally, we used meta-analytic path modeling to test the role of engagement as a mediator of the relation between distal antecedents and job performance, finding support for our conceptual framework. In sum, our results suggest that work engagement is a useful construct that deserves further attention.

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

View Paper: https://www.semanticscholar.org/paper/ad0beaa0e79a9b95e4de41cd855b7f7f76a8eb7a

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In General Health Professions

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

How employees’ pro-activity translates high-commitment HRM systems into work engagement: the mediating role of job crafting (2018, background): “Work engagement represents a state of mind referring to the investment of personal energy in the performance of work (Christian et al., 2011).”
Extrinsic and intrinsic motivation on work engagement in the hospitality industry: Test of motivation crowding theory (2017, background): “…relationship between work engagement and work performance have been conducted, motivational antecedents of work engagement have rarely been studied (Christian et al., 2011; Van Beek et al., 2012), especially the specific work engagement of employees in the tourism and hospitality industries…”
The potential role of mindsets in unleashing employee engagement (2015, positive): “Other resources that foster employee engagement include transformational leadership and leader–member exchange (Christian et al., 2011), having a manager who is engaged and appreciative (May et al.”
The relative importance of various job resources for work engagement: A concurrent and follow-up dominance analysis (2021, positive): “Moreover, a work engagement meta-analysis by Christian et al. (2011) found that the highest correlations between job resources and work engagement were for task variety, task significance, and proactive personality.”
Why resilient workers perform better: The roles of job satisfaction and work engagement (2018, positive): “It has a beneficial effect on employees and organizations, as it is positively related to employees’ job satisfaction (Saks, 2006; Schaufeli, 2011), health (Schaufeli, 2011), organizational commitment (Saks, 2006; Simpson, 2009), and task and contextual performance (Bakker & Bal, 2010; Bakker & Deme”
Employee engagement: an examination of antecedent and outcome variables (2011, background): “Research supporting the importance of employee engagement is clear; yet practical and theoretical contributions about how to create employee engagement and the outcomes of doing so are remarkably underdeveloped (for exception, see Christian, Garza, and Slaughter 2011).”
The relationship between employee engagement and organizational citizenship behaviour in Thailand (2012, background): “A recent meta-analysis study revealed the most significant antecedents of employee engagement were job characteristics, leadership and dispositional characteristics (Christian, Garza, and Slaughter 2011).”