An Employee Engagement Instrument and Framework Building on Existing Research

Nienaber, Hester; Martins, Nico

doi:10.5901/mjss.2014.v5n20p485

Cited by 4 publications

(3 citation statements)

References 62 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…The benefits of being engaged started from positive emotional outcomes to improving individual and organizational performance. It is also found that disengaged employees negatively affect their co-workers' engagement, and that work disengagement is costing organizations large sums of money due to lack of interest of employees several aspects such as quality product or service and customer satisfaction (e. g., Nienaber & Martins, 2014;Bhatnagar, 2012;Jeung, 2011;Saks, 2006).…”

Section: Work Engagementmentioning

confidence: 99%

The Role of Human Resources Development Climate in Building Positive Job Attitudes and Extra-Role Behaviors

Ewis¹

2015

IJBM

View full text Add to dashboard Cite

Telecom companies working under a rapidly changing and highly competitive environment. These companies must encourage and motivate their employees to improve individual and organizational performance. Researchers and practitioners recognize the importance of organizational commitment, work engagement, and organizational citizenship behavior, especially, when available HRD climate. Using a sample of two hundred and forty-six employees from three Saudi telecom companies completed the survey with response rate 61.5%, this study examined the impacts of HRD climate on two positive work attitudes represented in organizational commitment and work engagement, and positive extra-role behaviors represented in organizational citizenship behavior. In the current study, HRD climate was found to significantly and positively influence organizational commitment, work engagement, and organizational citizenship behavior. The current study also provided a set of practical applications and future directions according to what has been discussed from the results.

show abstract

Section: Work Engagementmentioning

confidence: 99%

The Role of Human Resources Development Climate in Building Positive Job Attitudes and Extra-Role Behaviors

Ewis¹

2015

IJBM

View full text Add to dashboard Cite

show abstract

“…Gran cantidad de autores coinciden en señalar inconsistencias tanto en las diferentes defi niciones del concepto como en los instrumentos desarrollados para su medición (e.g. Christian, Garza, & Slaughter, 2011;Hirschfeld & Thomas, 2008;Jeung, 2011;Macey & Schneider, 2008;Masson, Royal, Agnew, & Fine, 2008;Nienaber & Martins, 2014;Robertson & Cooper, 2010;Rothbard & Patil, 2012;Schaufeli & Salanova, 2011;Viljevac, Cooper-Thomas, & Saks, 2012). Tal variedad de defi niciones redunda en estudios cuyos resultados no son pasibles de comparación y generalización ( Nienaber & Martins, 2014;Vilijevak et al, 2012).…”

unclassified

Validación de una Escala sobre Work Engagement. Perfiles asociados a alta Performance y Satisfacción Laboral

et al. 2017

View full text Add to dashboard Cite

El objetivo principal de este estudio consistía en la validación de una escala para la evaluación del work engagement -compromiso con el trabajo-, considerado como una presencia psicológica en el rol que incluye atención, absorción y energía dirigida a tareas laborales. Mediante análisis factorial confirmatorio, estimación de la consistencia interna y evidencias de validez convergente y discriminante, se confirma que la Escala Argentina de Compromiso con el Trabajo es una prueba válida y confiable para su uso en población argentina. Además, se buscó analizar si existen diferencias en los niveles de work engagement de acuerdo con variables individuales y organizacionales. Se observaron mayores niveles de atención y absorción en sujetos de menor edad y menores niveles de atención en empleados con personal a cargo. Por último, se identificaron perfiles de engagement asociados a alta performance y satisfacción laboral.

show abstract

“…The definition of work engagement has been much discussed in the field of positive organizational psychology (Bakker et al, 2008). Several researchers highlight inconsistencies both in the different definitions of the concept and in the instruments developed for its measurement (Hirschfeld & Thomas, 2008;Jeung, 2011;Macey & Schneider, 2008;Nienaber & Martins, 2014).…”

Section: Introduction 11 Evidence Of Content and Internal Structure O...mentioning

confidence: 99%

Work Engagement Scale: Construct Validity and Reliability in the Colombian Organizational Context

Arana Medina,

Cárdenas Niño,

Betancur Arias

et al. 2023

Int. j. psychol. res.

View full text Add to dashboard Cite

This manuscript shows the results of the evidence of content and internal structure obtained from an instrument to measure work engagement. This instrument is aimed at workers of Colombian labor organizations that belong to different economic sectors (commerce, services, education, and health). The instrument was designed based on the postulates of cognitive theory and is structured into three factors that operationalize the construct: (a) behavioral dimension (15 items), (b) affective dimension (16 items), and (c) cognitive dimension (14 items), for a total of 45 items. The results of the content evidence through expert judgment suggested the elimination of three items, due to ambiguity and lack of clarity, leaving the 42- item test. After this evidence, the instrument was piloted in a sample of 460 participants. The item-test correlation analysis recommended the elimination ofone item due to its low correlation with the factor. The evidence of internal structure through exploratory factor analysis (EFA) proposed a three-factor structure, with an explained variance of 63%; 9 items were eliminated due to high residual.The fit indicators showed a GFI = .99; and those of residual showed a RMSR =.03 and Kelley = .04; each factor obtained an ordinal Cronbach’s Alpha of .95 (behavioral), .97 (affective), and .87 (cognitive). These results indicate precision in the measurement and consistency of the items to measure each of the factors.

show abstract

An Employee Engagement Instrument and Framework Building on Existing Research

Abstract: Employee engagement is important as it contributes to an organisation

Cited by 4 publications

References 62 publications

The Role of Human Resources Development Climate in Building Positive Job Attitudes and Extra-Role Behaviors

The Role of Human Resources Development Climate in Building Positive Job Attitudes and Extra-Role Behaviors

Validación de una Escala sobre Work Engagement. Perfiles asociados a alta Performance y Satisfacción Laboral

Work Engagement Scale: Construct Validity and Reliability in the Colombian Organizational Context

Contact Info

Product

Resources

About