Matches in SemOpenAlex for { <https://semopenalex.org/work/W2912484336> ?p ?o ?g. }
- W2912484336 endingPage "38" @default.
- W2912484336 startingPage "19" @default.
- W2912484336 abstract "Purpose In 2006, Saks (2006) published one of the first empirical studies of the antecedents and consequences of employee engagement. Since then dozens of studies on engagement have been published and most of them have used the Utrecht Work Engagement Scale (UWES) to measure work engagement. The purpose of this paper is to revisit Saks (2006) to try and address some issues that have arisen during the last ten years and to assess the generalizability of his findings and model using the UWES measure of work engagement and single-item measures of job and organization engagement. Design/methodology/approach Additional analyses was conducted using the data from Saks (2006) including measures of each job characteristic, the use of the UWES measure of work engagement, and single-item general measures of job engagement and organization engagement. In addition, a review of engagement research was conducted as well as research that used Saks’ (2006) measures of job engagement and organization engagement. Findings The results indicate that skill variety is the main job characteristic that predicts job engagement. The results of the analysis using the UWES measure of work engagement found that job characteristics and perceived organizational support are significant predictors of work engagement, and work engagement predicts job satisfaction, organizational commitment, organizational citizenship behavior and intentions to quit and mediates the relationship between the antecedents and the consequences. Similar results were found using the single-item measures of job engagement and organization engagement. A review of the engagement literature indicates general support for the Saks (2006) model of the antecedents and consequences of employee engagement and for his measures of job and organization engagement. A revised and updated model is provided with additional antecedents and consequences. Practical implications The results indicate that organizations can drive employee engagement by focusing on skill variety as well as providing social support, rewards and recognition, procedural and distributive fairness, and opportunities for learning and development. In addition, organizations can assess employee engagement more frequently and easily by using single-item measures of job and organization engagement. Originality/value This paper provides an update and revision of the Saks (2006) model of employee engagement and suggests that the main findings are similar when using the UWES measure of work engagement and single-item general measures of job engagement and organization engagement." @default.
- W2912484336 created "2019-02-21" @default.
- W2912484336 creator A5089235336 @default.
- W2912484336 date "2019-03-11" @default.
- W2912484336 modified "2023-10-09" @default.
- W2912484336 title "Antecedents and consequences of employee engagement revisited" @default.
- W2912484336 cites W1509782331 @default.
- W2912484336 cites W1593658910 @default.
- W2912484336 cites W1637356433 @default.
- W2912484336 cites W1902610065 @default.
- W2912484336 cites W1923926731 @default.
- W2912484336 cites W1930772809 @default.
- W2912484336 cites W1971549011 @default.
- W2912484336 cites W1974141381 @default.
- W2912484336 cites W1982135085 @default.
- W2912484336 cites W1989763926 @default.
- W2912484336 cites W1997858829 @default.
- W2912484336 cites W1997885713 @default.
- W2912484336 cites W2005126555 @default.
- W2912484336 cites W2010348352 @default.
- W2912484336 cites W2014544413 @default.
- W2912484336 cites W2017275682 @default.
- W2912484336 cites W2046134094 @default.
- W2912484336 cites W2051598779 @default.
- W2912484336 cites W2069212503 @default.
- W2912484336 cites W2071710322 @default.
- W2912484336 cites W2094182805 @default.
- W2912484336 cites W2096075777 @default.
- W2912484336 cites W2097009687 @default.
- W2912484336 cites W2099477013 @default.
- W2912484336 cites W2105723039 @default.
- W2912484336 cites W2118093579 @default.
- W2912484336 cites W2124761614 @default.
- W2912484336 cites W2125379373 @default.
- W2912484336 cites W2125806375 @default.
- W2912484336 cites W2128422625 @default.
- W2912484336 cites W2134712370 @default.
- W2912484336 cites W2136455011 @default.
- W2912484336 cites W2137819727 @default.
- W2912484336 cites W2138597880 @default.
- W2912484336 cites W2149104780 @default.
- W2912484336 cites W2153610778 @default.
- W2912484336 cites W2163577748 @default.
- W2912484336 cites W2164385948 @default.
- W2912484336 cites W2165024390 @default.
- W2912484336 cites W2212972194 @default.
- W2912484336 cites W2271159155 @default.
- W2912484336 cites W2293730000 @default.
- W2912484336 cites W2337700326 @default.
- W2912484336 cites W2410529574 @default.
- W2912484336 cites W2514517101 @default.
- W2912484336 cites W2566019178 @default.
- W2912484336 cites W2567423505 @default.
- W2912484336 cites W2612667727 @default.
- W2912484336 cites W2883041962 @default.
- W2912484336 doi "https://doi.org/10.1108/joepp-06-2018-0034" @default.
- W2912484336 hasPublicationYear "2019" @default.
- W2912484336 type Work @default.
- W2912484336 sameAs 2912484336 @default.
- W2912484336 citedByCount "146" @default.
- W2912484336 countsByYear W29124843362019 @default.
- W2912484336 countsByYear W29124843362020 @default.
- W2912484336 countsByYear W29124843362021 @default.
- W2912484336 countsByYear W29124843362022 @default.
- W2912484336 countsByYear W29124843362023 @default.
- W2912484336 crossrefType "journal-article" @default.
- W2912484336 hasAuthorship W2912484336A5089235336 @default.
- W2912484336 hasConcept C121332964 @default.
- W2912484336 hasConcept C126583095 @default.
- W2912484336 hasConcept C127413603 @default.
- W2912484336 hasConcept C138496976 @default.
- W2912484336 hasConcept C15744967 @default.
- W2912484336 hasConcept C17744445 @default.
- W2912484336 hasConcept C18762648 @default.
- W2912484336 hasConcept C27158222 @default.
- W2912484336 hasConcept C2718322 @default.
- W2912484336 hasConcept C2778755073 @default.
- W2912484336 hasConcept C2781160688 @default.
- W2912484336 hasConcept C39549134 @default.
- W2912484336 hasConcept C62520636 @default.
- W2912484336 hasConcept C75630572 @default.
- W2912484336 hasConcept C77805123 @default.
- W2912484336 hasConcept C78519656 @default.
- W2912484336 hasConcept C83030740 @default.
- W2912484336 hasConcept C99753626 @default.
- W2912484336 hasConceptScore W2912484336C121332964 @default.
- W2912484336 hasConceptScore W2912484336C126583095 @default.
- W2912484336 hasConceptScore W2912484336C127413603 @default.
- W2912484336 hasConceptScore W2912484336C138496976 @default.
- W2912484336 hasConceptScore W2912484336C15744967 @default.
- W2912484336 hasConceptScore W2912484336C17744445 @default.
- W2912484336 hasConceptScore W2912484336C18762648 @default.
- W2912484336 hasConceptScore W2912484336C27158222 @default.
- W2912484336 hasConceptScore W2912484336C2718322 @default.
- W2912484336 hasConceptScore W2912484336C2778755073 @default.
- W2912484336 hasConceptScore W2912484336C2781160688 @default.
- W2912484336 hasConceptScore W2912484336C39549134 @default.
- W2912484336 hasConceptScore W2912484336C62520636 @default.