Antecedents and consequences of employee engagement

Alan M. Saks (Joseph L. Rotman School of Management, Centre for Industrial Relations and Human Resources, University of Toronto, Toronto, Canada)

Journal of Managerial Psychology

ISSN: 0268-3946

Publication date: 1 October 2006

Abstract

Purpose

Employee engagement has become a hot topic in recent years among consulting firms and in the popular business press. However, employee engagement has rarely been studied in the academic literature and relatively little is known about its antecedents and consequences. The purpose of this study was to test a model of the antecedents and consequences of job and organization engagements based on social exchange theory.

Design/methodology/approach

A survey was completed by 102 employees working in a variety of jobs and organizations. The average age was 34 and 60 percent were female. Participants had been in their current job for an average of four years, in their organization an average of five years, and had on average 12 years of work experience. The survey included measures of job and organization engagement as well as the antecedents and consequences of engagement.

Findings

Results indicate that there is a meaningful difference between job and organization engagements and that perceived organizational support predicts both job and organization engagement; job characteristics predicts job engagement; and procedural justice predicts organization engagement. In addition, job and organization engagement mediated the relationships between the antecedents and job satisfaction, organizational commitment, intentions to quit, and organizational citizenship behavior.

Originality/value

This is the first study to make a distinction between job and organization engagement and to measure a variety of antecedents and consequences of job and organization engagement. As a result, this study addresses concerns about that lack of academic research on employee engagement and speculation that it might just be the latest management fad.

Keywords

Citation

Saks, A. (2006), "Antecedents and consequences of employee engagement", Journal of Managerial Psychology, Vol. 21 No. 7, pp. 600-619. https://doi.org/10.1108/02683940610690169

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Publisher

:

Emerald Group Publishing Limited

Copyright © 2006, Emerald Group Publishing Limited

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