Employee Engagement at the Organizational Level of Analysis

By S. Pugh, J. Dietz. Industrial and Organizational Psychology, 2008

93 citations recorded by the source corpus.

Subfields: Economics and Econometrics, General Health Professions, Public Administration

View Paper: https://www.semanticscholar.org/paper/f6b426aa601e74fe2a5af754bfddc0ab621acd6c

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Economics and Econometrics

1. Santosh Rangnekar
2. Mukesh Kumar Barua
3. Richa Chaudhary
4. Mark Attridge

In General Health Professions

1. Dobie Houson
2. David Witt
3. Santosh Rangnekar
4. J. Diehl
5. Mukesh Kumar Barua
6. Benjamin Schneider
7. Richa Chaudhary
8. Mark Attridge

In Public Administration

1. Santosh Rangnekar
2. Mukesh Kumar Barua
3. Richa Chaudhary
4. Mark Attridge
5. Kim F. Nimon
6. Drea Zigarmi

Citations in the corpus

• Engaged in Engagement: We Are Delighted We Did It (2008, background): “Pugh and Dietz (2008) make the point that questions tapping behavioral engagement should be written at the unit level.”
• Relationships between occupational self efficacy, human resource development climate, and work engagement (2012, methodology): “HRD climate was measured using 38 items HRD Climate survey instrument by Rao and Abraham (1986). The author of the scale recommends the use of composite score of HRD climate with each of the items as the separate dimension.”
• Beyond Engagement:Toward a Framework and Operational Definition for Employee Work Passion (2009, background): “Providing commentaries to Macy and Schneider’s (2008) work, respondents (Dalal et al., 2008; Meyer & gagne, 2008; Newman & Harrison, 2008; Pugh & Dietz, 2008; Saks, 2008) focused their conclusions on the behavioral aspects of engagement and conceptualized state engagement as an antecedent to…”
• Measuring and Managing Employee Work Engagement: A Review of the Research and Business Literature (2009, background): “For this reason, some scholars advocate for more attention to measuring employee engagement at the organizational level (Pugh & Dietz, 2008).”
• Employee development and turnover intention: theory validation (2013, background): “Similarly, a number of studies have found that HRD practices affect the behavior and attitudes of employees (Edgar and Geare, 2005; Guest et al., 2003; Muse and Stamper, 2007; Pugh and Dietz, 2008).”