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This paper aims to revisit and update the model of employee engagement proposed by Saks in 2006, addressing emerging issues and generalizability.

Antecedents and consequences of employee engagement revisited

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Randomized trial assesses employee engagement predictors and outcomes, implying organizations can enhance engagement.

This paper aims to revisit and update the model of employee engagement proposed by Saks in 2006, addressing emerging issues and generalizability.
Performed additional analyses on data from Saks (2006) including job characteristics and various engagement measures.
Reviewed existing engagement literature and studies utilizing Saks' measures.
Compared findings using the Utrecht Work Engagement Scale (UWES) and single-item measures.
Skill variety was identified as the primary job characteristic predicting job engagement.
Job characteristics and perceived organizational support significantly predict work engagement, which in turn enhances job satisfaction and organizational commitment.
The updated model supports Saks' original framework, showing similar predictive findings across different engagement measurement methods.

Alan M. Saks (2019) studied this question.

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