From the Balanced Measure of Psychological Needs (BMPN) to Employee Engagement: Indicators that Matter

Lartey, Franklin M.; Randall, Phillip M.

doi:10.5539/ibr.v14n6p99

Cited by 4 publications

(3 citation statements)

References 18 publications

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“…Early in the 21st century, businesses had begun installing modified work arrangements such as hoteling and the like. Reportedly, there was a slow movement towards remote work among knowledge workers during these early years (Tate et al, 2019;Lartey & Randall, 2021b). Workers typically employed in consulting firms, law firms, and universities were those mainly represented.…”

Section: Pre-pandemicmentioning

confidence: 99%

Evidence of the Great Resignation: Remote Worker Engagement and Intent to Stay or Leave during the COVID-19 Pandemic

Saurage-Altenloh,

Lartey,

Randall

et al. 2023

JHRSS

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This study addresses remote workers' engagement and their intent to leave or stay during the COVID-19 Pandemic in the United States. Data were collected through an online survey of 601 remote workers in the US. A structural equation model (SEM) was hypothesized to ascertain the relationship between remote employee engagement, intent to stay, and intent to leave. First, remote employee engagement was measured using EENDEED, a nine-item engagement instrument. Second, intent to stay was measured using a sevenitem instrument, and third, intent to leave was measured using a three-item scale. The results of the SEM confirmed the existence of strong positive relationship between engagement and positive intent to stay, as well as intent to leave, suggesting that an increase by one standard point of remote employee engagement would result in an increase of positive intent to stay by .85 standard point, and an increase of intent to leave by .65 standard point. This research provided empirical evidence of the "Great Resignation" effect on engaged workers during the COVID-19 pandemic.

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Section: Pre-pandemicmentioning

confidence: 99%

Evidence of the Great Resignation: Remote Worker Engagement and Intent to Stay or Leave during the COVID-19 Pandemic

Saurage-Altenloh,

Lartey,

Randall

et al. 2023

JHRSS

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“…In a self-efficacy-based study analyzing the items of the balanced measure of psychological needs (BMPN) that affect employee engagement, Lartey and Randall (2021b) studied the BMPN indicators that affect employee engagement. More specifically, the authors explored whether confidence, interest, authenticity, and loneliness were predictors of engagement.…”

Section: Self-efficacy-based Itemsmentioning

confidence: 99%

Enhanced Engagement Nurtured by Determination, Efficacy, and Exchange Dimensions (EENDEED): A Nine-Item Instrument for Measuring Traditional Workplace and Remote Employee Engagement

Lartey¹,

Randall²

2022

IBR

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With the ongoing pandemic and technological evolutions, remote work has become the new normal. However, existing employee engagement instruments do not take the remote aspect of work into account. This paper proposes a nine-item instrument for assessing employee engagement in general, and remote worker engagement specifically. The instrument was named EENDEED, for enhanced engagement nurtured by determination, efficacy, and exchange dimensions. It was grounded on three theories: (1) self-determination; (2) self-efficacy; and (3) social exchange. After generating the proposed scale grounded on the literature and theory, data were collected from 600 participants in the United States through an online survey. The dataset was split in two random samples of 405 and 195 cases, respectively. An exploratory factor analysis (EFA) on the larger sample helped discover its two-factor structure, namely PERFORMANCE and SELF-RELIANCE. A confirmatory factor analysis (CFA) was performed on the second sample, which confirmed the two-factor structure of EENDEED. A final study assessed the reliability and validity of EENDEED. Data were collected through an online survey of 162 employees in the U.S. A CFA was conducted, validating the two-factor structure of the instrument. Construct reliability of the factors and reliability of the scale were ascertained. Face validity, content validity, construct validity, and criterion validity were confirmed. This study fills the gap in current engagement measurements by including the remote worker dimension. Organizations will be better able to identify and address challenges faced by traditional workplace employees and remote workers.

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“…Sheldon and Hilpert (2012) developed the Balanced Measure of Psychological Needs (BMPN). This 18-item instrument was validated to measure three main dimensions: 1) competence, 2) autonomy, and 3) relatedness (Lartey & Randall, 2021b). Ryan and Deci (2000) view relatedness as the need for the sense of belonging; the need of being connected to other people.…”

Section: Measurement Of the Sense Of Belongingmentioning

confidence: 99%

Using EENDEED to Measure Remote Employee Engagement: Influence of the Sense of Belonging at Work and the Leader-Member Exchange (LMX) on Virtual Employee Engagement

Lartey¹

2022

JHRSS

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From the Balanced Measure of Psychological Needs (BMPN) to Employee Engagement: Indicators that Matter

Cited by 4 publications

References 18 publications

Evidence of the Great Resignation: Remote Worker Engagement and Intent to Stay or Leave during the COVID-19 Pandemic

Evidence of the Great Resignation: Remote Worker Engagement and Intent to Stay or Leave during the COVID-19 Pandemic

Enhanced Engagement Nurtured by Determination, Efficacy, and Exchange Dimensions (EENDEED): A Nine-Item Instrument for Measuring Traditional Workplace and Remote Employee Engagement

Using EENDEED to Measure Remote Employee Engagement: Influence of the Sense of Belonging at Work and the Leader-Member Exchange (LMX) on Virtual Employee Engagement

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