Typological Model of Emotional Inclusion in Employees’ Engagement

Abstract

The study of the emotional inclusion of employees' engagement becomes increasingly important in modern organizations that operate under conditions of globalization, growing competition, and in tight competition for specialists. The research associated to this phenomenon and behaviour of engaged employees is becoming more relevant, and it increases the need to deeper the knowledge about it and to classify this phenomenon according to its typological features. The results of previous studies have revealed the extent of employees' engagement while this study focuses on perception of the emotional inclusion of engagement and on the development of the typological model of employees' engagement emotional inclusion. The research is ground on scientific papers of the last twenty years, analysing the theoretical and practical aspects of employee engagement, conducted research in the context of the employee's emotional state. Based on the performed analysis, a model has been drawn up that reveals the typology of the emotional inclusion of engagement and the factors that condition it, assessing the intensity of their mode and subsequently explaining the circumstances of their mode.

Too-much-of-a-good-thing? Is employee engagement always constructive and disengagement always destructive?

“…Whilst there have been some related typologies previously developed such as the classification of engagement types (Shuck et al, 2017), antecedents to employee engagement such as the leadership typology (Juchnowicz and Kinowska, 2018), antecedents to work disengagement (Afrahi et al, 2022), resources for employee engagement (here, the authors differentiate resources from antecedents, considering that resources do not have directionality or temporal limitations so they can be both an antecedent or an outcome. That said, this research appears to focus on the influence of the categorised resources on employee engagement) (Lee et al, 2020) and Evaluating employee engagement emotional inclusion in employees' engagement (Vaitkevi cius and Vidrevi cien_ e, 2022), to the best of our knowledge this is the first typology of engaged and disengaged behaviours within the workplace classified into their constructive and destructive effects. Moreover, the typology demonstrates that rather than distinguishing between engagement, no engagement and disengagement (Afrahi et al, 2022), it is more accurate to recognise that both employee engagement and disengagement have the capacity to be constructive or destructive.…”

“…That said, this research appears to focus on the influence of the categorised resources on employee engagement) (Lee et al. , 2020) and emotional inclusion in employees’ engagement (Vaitkevičius and Vidrevičienė, 2022), to the best of our knowledge this is the first typology of engaged and disengaged behaviours within the workplace classified into their constructive and destructive effects. Moreover, the typology demonstrates that rather than distinguishing between engagement, no engagement and disengagement (Afrahi et al.…”