Work Engagement: A Quantitative Review and Test of Its Relations With Task and Contextual Performance

Abstract

Many researchers have concerns about work engagement's distinction from other constructs and its theoretical merit. The goals of this study were to identify an agreed‐upon definition of engagement, to investigate its uniqueness, and to clarify its nomological network of constructs. Using a conceptual framework based on Macey and Schneider (2008; Industrial and Organizational Psychology, 1, 3–30), we found that engagement exhibits discriminant validity from, and criterion related validity over, job attitudes. We also found that engagement is related to several key antecedents and consequences. Finally, we used meta‐analytic path modeling to test the role of engagement as a mediator of the relation between distal antecedents and job performance, finding support for our conceptual framework. In sum, our results suggest that work engagement is a useful construct that deserves further attention.

An examination of individual teacher engagement and school climate characteristics that influence highly effective veteran teachers to remain teaching in low-performing schools.

“…This outcome was partially at variance with Macey and Schneider's (2008) framework which points to significant associations between engagement and employee discretionary work. Christian et al (2011) concluded, workers who had some measure of support, voice in decisions, and collegiality were more likely to be engaged, effective, and efficient workers in both mandatory and discretionary roles. This in turn, may lead to a more successful organization.…”

“…Macey and Schneider (2008) emphasized that engagement is not to be confused with job satisfaction; engagement is denoted by activation and energy (Christian et al, 2011). Whereas, job satisfaction is denoted by contentment or satiation rather than energy.…”

“…Christian et al (2011) explicated engagement as employees "bringing their personal selves during work role performances, investing personal energy and experiencing emotional connection to their work" (p. 91).…”

“…Creating a safe work environment and providing resources is part of the role of the school leader (Fuller et al, 2016;Pogodzinski et al, 2012). Based on Macey and Schneider's (2008) engagement framework, teachers who trust their leaders to take care of their needs will be willing to invest their physical, cognitive, and emotional selves into the job (Christian, Garza, & Slaughter 2011;Macey & Schneider, 2008). Similar to engaged employees outside the K-12 environment engaged teachers who perceive their work as a meaningful experience are more likely to be happy with their working conditions and work experience.…”

“…Erikson (2005) describes engagement as "the willingness to invest oneself and expend one's discretionary effort to help the employer succeed" (p.14). Christian et al (2011) submit that engagement is employees "bringing their personal selves during work role performances, investing personal energy and experiencing emotional connection to their work" (p. 91). For the purpose of this study, teacher engagement is defined as an active, work-related positive psychological state operationalized by the intensity and direction of cognitive, emotional, and behavioral energy (Shuck et al, 2017;Shuck et al, 2016).…”