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Engagement is an emerging job attitude that has been theoretically linked to both leadership and personality variables as well as important work outcomes. However, given the variations in construct definitions of engagement as well as limited existing empirical research, the authors empirically examined the nomological network of multiple measures of engagement based on Schaufeli’s three-factor engagement, Shirom’s vigor, and Britt’s one-factor engagement. Using data from an online survey of 382 working professionals, the authors conducted a series of hierarchical regression analyses and structural equation modeling to test the hypotheses. Results indicate strong relationships between engagement measures and personality (especially positive affect) and weaker relationships between engagement and leadership. Furthermore, multiple measures of engagement demonstrated significant relationships with the important work outcomes of turnover intentions, job satisfaction, and affective commitment. This research contributes to the literature on engagement by simultaneously examining multiple conceptualizations and measurements of work engagement and demonstrating leverage points for leaders to influence the state-like construct of engagement. Results suggested that engagement is related to important organizational outcomes and that engagement mediates the relationship between personality and organizational outcomes. Implications and suggestions for practice and future research are provided.
Wefald et al. (Thu,) studied this question.