Search results

The purpose of this paper is to develop a reliable and valid measurement scale of employee engagement that can be used in human resources departments in any industry field.

This study used the measurement development process with three steps. The first step was to generate items for measuring employee engagement. For this reason, the authors proposed an integrated conceptual model based on the results of a literature review and justify the concepts from self-determination theory and person-environment fit theory as the theoretical foundation. The second step was to determine the types of questions suitable for measurement, examining the content validity. Content validity was conducted two times by the group, academic experts and business practitioners. The last step was to examine the exploratory factor analysis (EFA), confirmatory factor analysis (CFA), multi-group analysis and reliability with 352 survey responses from the South Korean business context.

Findings of the measurement scale development procedure, i.e. employee engagement, should be managed in a balanced manner in all dimensions, as it is composed of four dimensions (person engagement, work engagement, organization engagement and relation engagement) and 16 sub-factors. Additionally, organization engagement was the major factor among the four dimensions of employee engagement with the highest variance explanation. From the statistical standpoint, the employee engagement scale (EES) is possible to use in any industry field because it demonstrated not only content validity and internal consistency reliability but also the three steps of factor analysis (EFA, CFA and multi-group analysis).

This survey was conducted with an assistant manager located in Korea. Therefore, it will be necessary to analyze both leader and employee engagement for those who live in foreign countries. The EES is useful to leaders and human resource managers because it is applicable to managing engagement levels of employees and fosters customized training programs.

This is the first study to develop measurement tools for employee engagement in South Korea. In addition, most studies demonstrated that individual feeling was valued to drive employee engagement. This research, however, proposes an extended concept of employee engagement for four dimensions (person, work, relation and organization) and emphasizes the important relationship between individuals and colleagues in an organization. Based on these results, a theoretically integrated model of employee engagement was developed and a practically valid measurement tool for capturing comprehensive domains of employee engagement was proposed.

Employee engagement has become a hot topic among the global workforce. Both academicians and practitioners tout engagement to have a positive impact on individual and organizational performance. However, despite the enhanced interest, the stagnant engagement levels worldwide pose a grave concern for the researchers. Numerous overlapping and inconsistent definitions of employee engagement lead to a conceptual chaos resulting in poor operationalization of the construct. The purpose of this paper is to develop a multi-dimensional measurement tool for employee engagement based on the evidences from the best companies to work for in India.

Interviews with the top management of the 15 best companies are used for the generation of items using grounded theory methodology. These items are then subjected to content validity assessment by six domain experts. The scale is administered to the middle-level employees of five companies (n = 332) through questionnaire for exploratory and confirmatory factor analysis, reliability assessment and initial evidences for convergent and discriminant validity.

The study aimed at developing and validating an employee engagement assessment instrument, which is well-grounded in theory and built on the conceptual framework proposed by both academicians and practitioners and rigorously tested for its psychometric properties to ensure the precise measurement of employee engagement. A 3-factor/16 item employee engagement measurement tool is the finding of this study, which attempts to bridge the incongruity between the academic and industrial view on employee engagement.

Looking at the dearth of measurement tools built in developing countries and with the intent of resolving the issues related with cultural differences in the application of western assessment tools, the developed scale made a notable contribution to engagement theory with prime focus in the Indian context. The three dimensions of employee engagement-alignment, affectiveness and action- orientation- are in a form and language, that is, comprehensible and consequential for practitioners enabling them to take a closer look at the critical engagement elements that align with the organization's human capital strategy and foster improved performance.

The purpose of this study is to bring about an exhaustive measurement instrument of employee engagement and validate the same in Indian settings.

This descriptive and cross-sectional study initiates with reviewing the available literature in the field of employee engagement to identify factors affecting and the corresponding items defining them. Following the discussion with experts and industry professionals, an instrument was, thus, obtained to administer the primary data from employees working in public and private power companies in India. The study used Partial Least Square-Structural Equation Modeling (PLS-SEM) 3 to demonstrate employee engagement as a first-order reflective and second-order formative construct. Thereafter, reliability and convergent validity were assessed to validate the instrument.

This paper conceptualized employee engagement as a multi-factor construct (nine in numbers). The factors are “Respect”, “Supervisor's support and recognition”, “Growth and development”, “Creative and challenging job”, “Job significance”, “Perceived self-worth”, “performance evaluation and recognition” and “Organizational bureaucracy”. These factors are exhaustive and collectively define employee engagement. Distortion or omission in any of these items may distort the nature of construct as well.

Previous studies have defined the concept of employee engagement as unidimensional and thus observe serious lacunas. This study identified employee engagement as a multi-factor construct that incorporates the exhaustive nature of the organizational setting. Not only this study adds value to the existing body of knowledge in the field of employee engagement but also specify the measurement model as a formative one concerning employee engagement.

The purpose of this article is to highlight the more strategic role HR departments can play in their organizations. By prioritizing the measurement strategy in organizations, HR leaders can demonstrate to leadership the impact employees have on the business and how an investment in internal processes and programs can boost engagement – and ultimately business results.

This paper outlines a four‐step process for effective employee engagement measurement: use behavioral and emotional outcomes; correlate employee engagement survey results to meaningful outcomes; focus improvement efforts and investments on the high impact/low performing areas; and re‐measure to assess success. A series of de‐identified examples from PeopleMetrics clients illustrate the importance of following each step in the process.

By measuring employee engagement, tying the results to other HR and business metrics and using the findings to target improvement efforts, organizations are demonstrating to leadership the impact employees have on the business and how an investment in internal processes and programs can boost engagement – and ultimately business results. As more organizations recognize the value of using rigorous metrics to evaluate and optimize their workforces, the HR function will benefit because it will be serving a more strategic function than it has traditionally been associated with in the past.

These findings are based on the fieldwork experience of PeopleMetrics.

The paper provides a very useful perspective for HR managers to consider, particularly within organizations with extensive measurement systems.

The testing of measurement invariance is important in cross-cultural research to establish whether the psychometric properties of an instrument remain valid and reliable across different sample groups as these assumptions are rarely tested statistically. The purpose of this paper is to determine the factorial invariance of the employee engagement questionnaire across the various race groups by means of structural equation modelling.

Cross-sectional and descriptive research designs were followed in this study in the form of non-probability, convenience sampling to attract a sample of 1,175 employees in financial institutions. The employee engagement instrument (EEI) was electronically administered to 285,000 people who form part of a research database.

The results confirmed the reliability and validity of the instrument as determined by the exploratory and confirmatory factor analysis. Lastly, the results indicated that invariance can be assumed across race groups for financial institutions.

It is important for organisations to take cognisance of how specific socio-demographic variables influence the measurement of employee engagement, in this case race. The conclusion reached was that the EEI can be used with confidence in the financial sector for future employee engagement assessments.

These findings add to the current body of literature that exists on employee engagement and race in the South African work context and addresses one of the complexities assessment practitioners might have to comply with regarding questionnaire validity across race groups.

Actor engagement (AE) literature shows inconsistent understandings of engagement intensity. However, a holistic picture of the nature of AE intensity is foundational to advance empirical AE models and measurement frameworks. This paper provides a nuanced understanding of what engagement intensity is and how it unfolds on different network levels.

This conceptual study draws from a literature review and offers a comprehensive classification scheme of AE intensity. The literature review extends beyond marketing and service research and draws from the etymology of AE intensity in management and social science, specifically, the fields of student, employee and civic engagement.

The classification scheme clarifies that AE intensity at the individual level refers to actors' affective and cognitive tone and varying magnitudes (i.e. efforts, duration, activeness) of resource investments. At the dyad level, AE intensity represents relational strength, and at the network level, it refers to the degree of connectedness in the network.

The research reconciles conceptual inconsistencies in the AE literature. Our classification scheme goes beyond the individual actor and actor–actor dyad and offers a holistic overview of possible ways to operationalize AE intensity in networks.

The classification scheme can be used as a strategic checklist to include AE intensities of individual actors (e.g. customers and employees), relationships between these actors and network connectedness, when further developing engagement measurement tools and benchmarks.

This is the first study providing a comprehensive understanding of AE intensity from an individual, dyadic and network perspective.

Work engagement is among the most influential constructs in human resource management, but work engagement's current understanding overlooks what employees consider as engagement. The author aims to advance the human resources theory and practice by discussing the need for understanding engagement from the employee point of view, and the author explores the properties of a self-anchoring work engagement scale – the measure capturing the personal perspective on work engagement.

The author has presented a conceptual discussion providing a rationale for capturing employee personal perspective on work engagement as supplementary to multi-item measures capturing researcher perspective. Based on empirical evidence, the author tests convergent and discriminant validity of self-anchoring work engagement in relation to job resources, job demands and burnout; the author confronts the nomological network of self-anchoring scale with previous work engagement meta-analysis.

The obtained results provided preliminary evidence supporting convergent and discriminant validity of self-anchoring work engagement. The analysis of the nomological network of self-anchoring work engagement in comparison to the previous meta-analysis revealed that self-anchoring work engagement might be more strongly related to challenging job demands than the multi-item researcher perspective work engagement.

The author's findings provide a modicum of evidence that asking employees about self-assessment of employees' work engagement on a 0–10 scale provides researchers with access to a freely available measurement method of the personal perception on work engagement.

Self-employed workers typically report higher well-being levels than employees. The purpose of this paper is to examine the mechanisms that lead to differences in work engagement between self-employed and organizationally employed high-skilled workers.

Self-employed and organizationally employed high-skilled workers (N=167) were compared using a multigroup multilevel analysis. Participants assessed their job control (general level) and reported their work engagement during work tasks (task level) by means of the Day Reconstruction Method. Aspects of job control (autonomy, creativity, and learning opportunities) and task characteristics (social tasks and core work tasks) were contrasted for the two groups as predictors of work engagement.

Self-employed workers reported higher levels of job control and work engagement than organizationally employed workers. In both groups, job control predicted work engagement. Employees with more opportunities to be creative and autonomous were more engaged at work. Self-employed workers were more engaged when they had more learning opportunities. On the task level, the self-employed were more engaged during core work tasks and social tasks.

The findings suggest that self-employment is an effective way for high-skilled workers to increase the amount of job control available to them, and to improve their work engagement. From an intervention perspective, self-employed workers may benefit most from more learning opportunities, more social tasks, and more core work tasks. Organizationally employed workers may appreciate more autonomy and opportunities for creativity.

This study contributes to a better understanding of the role that job control and task characteristics play in predicting the work engagement of high-skilled self-employed and organizationally employed workers.

The purpose of this paper is to provide a general review of “student engagement” with a focus on the measurement of student engagement in UK higher education. A wide variation in how the construct is measured has made it difficult for institutional researchers to compare findings across studies. This study seeks to understand more about the measurement of student engagement by examining the reliability and validity of three national student surveys: National Survey of Student Engagement, National Student Survey and UK Engagement Survey.

Using a narrative review of literature, each survey method is examined to identify the strands of student engagement they can be applied, to determine to what extent survey results can be benchmarked across institutions, and to explore their potential use in institutional led research. Kahu’s (2013) four perspectives of engagement are adopted as a framework for analysis as they represent student engagement as a fluid, multifaceted and, at times, abstract construct.

Findings support the notion that a single instrument cannot examine all facets of this complex construct and that student surveys currently collect information on limited and discrete perspectives of engagement. The use of these three surveys provides a depth and breadth of information about student engagement; however, institutions need to maintain an open dialogue about the construct to ensure its validity, and how to measure and understand it.

Student engagement as a construct continues to evolve and change. This paper adds to the call for institutional researchers to continue to engage in debate about the validity of the construct. The need to maintain essential knowledge of the construct and its many facets is necessary, as is the need to incorporate such knowledge into ongoing work to provide accurate, actionable data to guide improvement and enhancement research.

Although there is a common agreement that children participate and impact parental purchase decisions, the research results are rather inconsistent. One of the reasons for the differences in the findings could be attributable to different operationalisations of a child engagement variable in surveys. This study aims to classify the instruments used to measure children engagement in parental purchase decisions and to develop a typology of these instruments.

In total, 67 articles that reported details and results of the surveys where a variable of children engagement in family decisions was operationalised were selected on a systematic basis. In total, 82 measures were extracted, reviewed and assigned to the particular category.

The typology of measures of children engagement into parental purchase decisions was developed. The features of particular measures, as well as their applicability for different types of child engagement measurement, are discussed.

The sample of articles was limited to nine major scholarly databases and framed for 1985-2015, excluding conference presentations, dissertations, studies and other types of primary research publications.

The analysis demonstrates that authors who had seemingly similar or the same purpose of measuring variable of child engagement into parental purchase decision in fact have used different measures. The differences in measures tend to produce different size of engagement effect. The proposed typology will support scholarly community in establishing more clear definitions and measures of children engagement in parental purchase decision domain.

The typology of measures of children engagement into parental purchase decision is the first attempt to introduce systematised approach toward different domains within the field and their measurement.