Measuring the personal perspective on work engagement: An empirical exploration of the self-anchoring work engagement scale in Poland

IF 1.6 Q2 Business, Management and Accounting
K. Kulikowski
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引用次数: 1

Abstract

PurposeWork engagement is among the most influential constructs in human resource management, but work engagement's current understanding overlooks what employees consider as engagement. The author aims to advance the human resources theory and practice by discussing the need for understanding engagement from the employee point of view, and the author explores the properties of a self-anchoring work engagement scale – the measure capturing the personal perspective on work engagement.Design/methodology/approachThe author has presented a conceptual discussion providing a rationale for capturing employee personal perspective on work engagement as supplementary to multi-item measures capturing researcher perspective. Based on empirical evidence, the author tests convergent and discriminant validity of self-anchoring work engagement in relation to job resources, job demands and burnout; the author confronts the nomological network of self-anchoring scale with previous work engagement meta-analysis.FindingsThe obtained results provided preliminary evidence supporting convergent and discriminant validity of self-anchoring work engagement. The analysis of the nomological network of self-anchoring work engagement in comparison to the previous meta-analysis revealed that self-anchoring work engagement might be more strongly related to challenging job demands than the multi-item researcher perspective work engagement.Research limitations/implicationsPractical implicationsSocial implicationsOriginality/valueThe author's findings provide a modicum of evidence that asking employees about self-assessment of employees' work engagement on a 0–10 scale provides researchers with access to a freely available measurement method of the personal perception on work engagement.Contribution to impact
测量个人对工作投入的看法:波兰自我锚定工作投入量表的实证探索
目的工作敬业度是人力资源管理中最具影响力的结构之一,但目前对工作敬业度的理解忽略了员工认为的敬业度。作者旨在通过从员工的角度讨论理解敬业度的必要性来推进人力资源理论和实践,并探讨了自我锚定的工作敬业度量表的性质,该量表捕捉了个人对工作敬业度的看法。设计/方法论/方法作者提出了一个概念性讨论,为捕捉员工对工作投入的个人视角提供了基本原理,作为捕捉研究人员视角的多项目测量的补充。基于经验证据,作者检验了自我锚定工作投入与工作资源、工作需求和倦怠之间的收敛有效性和判别有效性;作者将自锚定量表的法理网络与以往的工作投入元分析相结合。结果为自锚定工作投入的收敛性和判别性提供了初步证据。与之前的荟萃分析相比,对自我锚定工作投入的法理网络的分析表明,与多项目研究者视角的工作投入相比,自我锚定的工作投入可能与具有挑战性的工作需求更密切相关。研究局限性/含义实际含义社会含义独创性/价值作者的研究结果提供了少量证据,表明在0-10量表上询问员工对员工工作投入的自我评估为研究人员提供了一种免费的个人工作投入感知测量方法。对影响的贡献
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
2.70
自引率
6.20%
发文量
39
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