The Nine-item questionnaire; To develop an Proposed that Review of the literature Study 1: 540 Cronbach’s (overall Three scales were developed α seven-point scale ranging engagement model engagement has and related instruments employees of a construct) = 0.91 to measure the three Social, from disagree’ to that has three three underlying manufacturing engagement facets ‘strongly Affective agree’ requirements: a facets: company (intellectual, affective, and ‘strongly work-role focus, social), in accordance with Sample items: activation, and Study 2: 1486 the authors’ constitutive Intellectual positive affect employees definition of the construct (ISA I focus hard on my work. engagement: “the (Intellectual) extent to which one working for a retail Scale) To operationalize this experiences a state organization Results confirmed I share the same work model using a new of positive affect associations between values as my colleagues. (Social) measure that relating to one’s engagement and three Truss, comprises of three work role” (p. 532) organizational outcome I feel energetic in my Alfes, (Affective) dimensions: variables: task performance, work. Shantz, intellectual, social, OCB, and turnover Affective Rees, and and affective intentions. engagement: “the Gatenby engagement. extent to which one (2012) experiences a state ISA Engagement Scale of positive affect explained additional relating to one’s variance in the three work role” (p. 532) outcome variables after controlling for the UWES measure. Social engagement: extent to which “the one is socially connected with the working environment and shares common values with colleagues” (p. 532)
The Social, Affective (ISA Scale) Truss, Alfes, Shantz, Rees, and Gatenby (2012) Nine-item questionnaire; seven-point scale ranging from ‘strongly disagree’ to ‘strongly agree’ Sample items: I focus hard on my work. (Intellectual) I share the same work values as my colleagues. (Social) I feel energetic in my work. (Affective) To develop an engagement model that has three requirements: a work-role focus, activation, and positive affect To operationalize this model using a new measure that comprises of three dimensions: intellectual, social, and affective engagement. Proposed that engagement has three underlying facets: Intellectual engagement: “the extent to which one experiences a state of positive affect relating to one’s work role” (p. 532) Affective engagement: “the extent to which one experiences a state of positive affect relating to one’s work role” (p. 532) Social engagement: “the extent to which one is socially connected with the working environment and shares common values with colleagues” (p. 532) Review of the literature and related instruments Study 1: 540 employees of a manufacturing company Study 2: 1486 employees working for a retail organization Cronbach’s α (overall construct) = 0.91 Three scales were developed to measure the three engagement facets (intellectual, affective, and social), in accordance with the authors’ constitutive definition of the construct Results confirmed associations between engagement and three organizational outcome variables: task performance, OCB, and turnover intentions. ISA Engagement Scale explained additional variance in the three outcome variables after controlling for the UWES measure.
Employee-Engagement-Instruments-A-Review-of-the-Literature.docx