Employee Engagement and HRD: A Seminal Review of the Foundations

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A theoretical model of the antecedents and outcomes of employee engagement (2014, neutral): “…May et al. 2004; Macey & Schneider, 2008; Saks, 2006; Shaufeli et al., 2002), engagement has gained attention of HRD scholars only in recent years (Kim, Kolb, & Kim, 2012; Rurkkhum & Bartlett, 2012; Shuck & Wollard, 2010; Soane, Truss, Alfes, Shantz, Rees, & Gatenby, 2012; Wollard & Shuck, 2011).”
Antecedents to Employee Engagement (2011, background): “Shuck and Wollard (2010) recently defined the term employee engagement as “an individual employee’s cognitive, emotional, and behavioral state directed toward desired organizational outcomes” (p. 103).”
The Employee Engagement Landscape and HRD (2011, background): “We offer this definition (Shuck & Wollard, 2010) and the following conceptual framework as a starting point for supporting this ADHR issue.”
Leadership and Employee Engagement (2015, background): “(p. 74) Expanding the scope of the definition from the individual to organizational level, Shuck and Wollard (2010) defined engagement as “an individual employee’s cognitive, emotional, and behavioral state directed toward desired organizational outcomes” (p. 103).”
Employee voice: An antecedent to organisational engagement? (2017, background): “Shuck and Wollard (2010) assert that this caused an overnight sensation amongst business people and prompted demand for employee engagement consultancy services.”