By Barbara Imperatori
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This e-book bargains a concise precis of state-of-the-art examine and functional implications approximately worker engagement. the writer offers a transparent point of view at the which means of worker engagement, its antecedents and effects are awarded with evidences. in response to most up-to-date study effects, the e-book discusses organizational practices which counterpoint humans engagement concentrating on the hot tendencies of the HRM area corresponding to health practices, e-HRM structures and social volunteering tasks. The exact research additionally takes the hot lawsuits concerning the HR functionality under consideration. This ebook emphasizes that sleek corporations require passionate humans to thriving in a speedily altering global, and it is vital to appreciate why, regardless of the growing to be relevance of worker engagement, disengaged persists.
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Additional info for Engagement and Disengagement at Work: Drivers and Organizational Practices to Sustain Employee Passion and Performance
Sample text
38 3 Overview of Employee Engagement Literature … – Engagement is a state and this can physiologically vary and fluctuate over time (no fluctuations are even dangerous signals in relation to employee well-being). There is little to no evidence of the engagement life-cycle and more research could be useful in this direction. Chapter 4 Overview of Employee Engagement Literature: The How Issue Abstract Notwithstanding the numerous research on engagement antecedents, findings are not easy to generalize.
2006). As to other traits, such as neuroticism and extraversion, the evidence of such relationships is not as categorical (Schaufeli 2013). For these reason, it is possible to affirm that engagement is not only a personality trait. Personality can affect engagement, even if research suggests that everyone can engage (Shuck et al. 2010). Is engagement a behaviour? , Wellins and Concelman 2005). 1). A wide range of solid research exists on so-called extra-role behaviours such as organizational citizenship behaviour (OCB), pro-social behaviours and task and contextual performance.
2014). Only organizational engagement predicts job satisfaction (Saks 2006) while both job and organizational engagement predict affective commitment, active learning and organizational citizenship behaviour (OCB), even if the link between commitment and job engagement is weaker, as is the link between active learning and OCB for organizational engagement (Farndale et al. 2014). As to the team level, Hakanen et al. (2008) provide evidence that engagement predicts more innovative behaviour. Salanova et al.