Employee Engagement : Criticism

By SHL - Research from SHL, the global leader in talent assessment solutions, exposes that the oft-used %u2018one size fits all%u2019 approach doesn%u2019t help declining levels of motivation and engagement in the workplace. The SHL study reveals striking comparisons between what motivates and engages employees across a number of factors to ultimately help employers design tailor-made solutions for increasingly apathetic employees. (Added: 13-Apr-2010 Hits: 238 )

By Scott Flander - Employee engagement is becoming top of mind for CEOs and boards at the nation's largest companies, but just what it is -- and how best to measure it has many HR executives scratching their heads. (Added: 20-Feb-2010 Hits: 248 )

By Macey and Schneider - The meaning of employee engagement is ambiguous among both academic researchers and among practitioners who use it in conversations with clients. We show that the term is used at different times to refer to psychological states, traits, and behaviors as well as their antecedents and outcomes. Drawing on diverse relevant literatures, we offer a series of propositions about (a) psychological state engagement; (b) behavioral engagement; and (c) trait engagement. In addition, we offer propositions regarding the effects of job attributes and leadership as main effects on state and behavioral engagement and as moderators of the relationships among the 3 facets of engagement. We conclude with thoughts about the measurement of the 3 facets of engagement and potential antecedents, especially measurement via employee surveys. (Added: 1-Feb-2010 Hits: 266 )

By Wilmar B. Schaufeli - The present study investigated in a sample of 587 telecom managers whether workaholism, burnout, and work engagement—the supposed antipode of burnout—can be distinguished empirically. These three concepts were measured with existing, validated multi-dimensional questionnaires. Structural equation modeling revealed that a slightly modified version of the hypothesised model that assumed three distinct yet correlated constructs—burnout, engagement, and workaholism—fitted the data best. Multiple regression analyses revealed that these three concepts retained unique hypothesised patterns of ... hours, (2) job characteristics, (3) work outcomes, (4) quality of social relationships, and (5) perceived health, respectively. In sum, our analyses provided converging evidence that workaholism, burnout, and engagement are three different kinds of employee well-being rather than three of a kind. (Added: 1-Feb-2010 Hits: 200 )