Organizational Engagement Theory

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1. Kahn William H, (1990) did one of the most dominant studies of engagement in his research work ‘Psychological conditions of personal engagement and disengagement at work.’ Kahn explained theoretically that, “people’s attachment and detachment to their role is different. The terms used by him to renovate engagement are ‘personal engagement’ and ‘personal disengagement’, which refer to the “characters of people bring in or leave out themselves during job performances. Terms developed by Kahn mention previous ideas taken from motivation theories that people want self-expression and self-employment in their work lives as a matter of course. Summer camp counselors and staff at an architecture firm were interviewed about their situations of engagement…show more content…
Buckingham, (2001), the study was the part of Gallup organization. With large sample of UK workforce author identified three distinct groups of employees: engaged employees, non-engaged employees and actively disengaged employees. The results showed majority (63%) of employees were non-engaged employees. These employees are productive but they do what was asked to do by their employers and wasn’t psychologically bonded to the organization. 17% of employees are’ engaged employees’ .These employees are loyal, committed, productive and task-effective. Actively disengaged employees formed the remaining 20% and these employees are physically present, but psychologically absent. 4 Demerouti, E., Bakker, A. B., Janssen, P.P.M., & Schaufeli., W.B., (2001), did a study on ‘Burnout and engagement at work as a function of demands and control’.381 employees from an insurance company was taken as the sample for the research. The main objective of the study is to test the relationship between job demands and job control on one side, and health impairment and motivation on the other. They found that with the employees’ experience of health impairment (burnout and health complaints) and motivation (engagement and commitment) the amount of demands control could be…show more content…
(2002) examined a study on, ‘Business-unit-level relationships between employee satisfaction, employee engagement, and business outcomes: A Meta analysis. 7,939 business units in 36 companies were taken for the analysis, relationship at the business-unit level between employee satisfaction-engagement and the business-unit outcomes of customer satisfaction, productivity, profit, employee turnover, and accidents were examined by the researcher. General relationships more enough to have substantial practical value which was found between unit-level employee satisfaction-engagement and these business-unit

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