A Brief Look at Employee Engagement

1669 WordsJan 27, 20187 Pages
Employee engagement is a relatively new concept. According to Stairs (2005, p.8) research into engagement has completely being ignored and a Chartered Institute of Personnel and Development (CIPD) report (Alfes et al., 2010, p.4) supported this view by stating that while academia became silent on the concept of employee engagement, the concept was actually placed on the discussion board by Human Resources (HR) professionals, practitioners, and consultants. Kular et al (2008) further state that there remains a paucity of critical academic literature on employee engagement. However, with the advent of concerns given to engagement in modern times, the concept has seen new faces of definitions and explanations given to it. The very first definition was given by Kahn (1990, p.694) as “the harnessing of organization members’ selves to their work roles; in engagement, people employ and express themselves physically, cognitively, and emotionally during role performances”. The aspect of engagement that is cognitive concerns employees’ beliefs about the organization itself, the leaders and the conditions under which employees work. The emotional side of employee engagement is about how employees feel of each of the three factors and whether they have positive or negative attitudes toward the organization and its leaders. The physical aspect of employee engagement concerns the physical energies exerted by individuals to accomplish their roles. Form this background, Kahn (1990)
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