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Employee Engagement: How an Individu...

Warner, Kerry B.

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Employee Engagement: How an Individual's Sociological and Psychological Self-Worth Influence Job Satisfaction.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Employee Engagement: How an Individual's Sociological and Psychological Self-Worth Influence Job Satisfaction./
Author:	Warner, Kerry B.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2019,
Description:	182 p.
Notes:	Source: Dissertations Abstracts International, Volume: 81-05, Section: A.
Contained By:	Dissertations Abstracts International81-05A.
Subject:	Organization theory. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=27547939
ISBN:	9781392477250

Employee Engagement: How an Individual's Sociological and Psychological Self-Worth Influence Job Satisfaction.
Warner, Kerry B.

Employee Engagement: How an Individual's Sociological and Psychological Self-Worth Influence Job Satisfaction. - Ann Arbor : ProQuest Dissertations & Theses, 2019 - 182 p.

Source: Dissertations Abstracts International, Volume: 81-05, Section: A.

Thesis (D.B.A.)--Trident University International, 2019.

This item must not be sold to any third party vendors.

This quantitative study considers how an individual's sociological and psychological self-worth influence engagement of employees and impact job satisfaction. This study examined employee engagement among 222 employees within the North Alabama Region of the United States. The sample population consisted of individuals working within six different employee categories: leadership, professional, technical, laborer, municipal, and medical fields. SurveyMonkey© online survey tool was used to collect data from individuals working for an employee service company. The goal of this study was to determine whether an individual's self-worth affected job satisfaction through the mediating role of employee engagement. This study sets itself apart from previous research by expanding the concept of self-worth into two reflective perspectives of self-worth: sociological self-worth (perceived organizational support) and psychological self-worth (value congruence).The initial coefficients revealed that all measured dimensions of the mediating variable, employee engagement, contributed to job satisfaction and the results of testing the indirect mediating effect of employee engagement and job satisfaction supported only partial mediation. The findings of this study showed that an individual's self-worth does not directly affect job satisfaction; however, when splitting the ideology of self-worth into the two perspective, the study suggests that an individual's psychological self-worth (value congruence) principles can predict favorable levels of employee engagement leading to job satisfaction; while an individual's sociological self-worth (perceived organizational support) has no significant impact on job satisfaction.This research revealed an opportunity for future research to expand the depth of an individual's personal value (self-worth) versus an individual's social value (what others think of an individual). Future research on organizational based "worth" should be assessed to provide additional longitudinal tests for both its determinants and consequences. In a more theoretical vein, this research revealed that a measure of organizational support may yield a better predictive efficacious measure of self-worth.The practical implications of this study can aid managers in comprehending how employee engagement can improve job satisfaction. Additionally, organization managers can recognize that how an employee feels about their self-worth may impact the employees' engagement and job satisfaction.

ISBN: 9781392477250Subjects--Topical Terms:

2122787
Organization theory.
Subjects--Index Terms:

Employee engagement

Employee Engagement: How an Individual's Sociological and Psychological Self-Worth Influence Job Satisfaction.
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500 $a Source: Dissertations Abstracts International, Volume: 81-05, Section: A.
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520 $a This quantitative study considers how an individual's sociological and psychological self-worth influence engagement of employees and impact job satisfaction. This study examined employee engagement among 222 employees within the North Alabama Region of the United States. The sample population consisted of individuals working within six different employee categories: leadership, professional, technical, laborer, municipal, and medical fields. SurveyMonkey© online survey tool was used to collect data from individuals working for an employee service company. The goal of this study was to determine whether an individual's self-worth affected job satisfaction through the mediating role of employee engagement. This study sets itself apart from previous research by expanding the concept of self-worth into two reflective perspectives of self-worth: sociological self-worth (perceived organizational support) and psychological self-worth (value congruence).The initial coefficients revealed that all measured dimensions of the mediating variable, employee engagement, contributed to job satisfaction and the results of testing the indirect mediating effect of employee engagement and job satisfaction supported only partial mediation. The findings of this study showed that an individual's self-worth does not directly affect job satisfaction; however, when splitting the ideology of self-worth into the two perspective, the study suggests that an individual's psychological self-worth (value congruence) principles can predict favorable levels of employee engagement leading to job satisfaction; while an individual's sociological self-worth (perceived organizational support) has no significant impact on job satisfaction.This research revealed an opportunity for future research to expand the depth of an individual's personal value (self-worth) versus an individual's social value (what others think of an individual). Future research on organizational based "worth" should be assessed to provide additional longitudinal tests for both its determinants and consequences. In a more theoretical vein, this research revealed that a measure of organizational support may yield a better predictive efficacious measure of self-worth.The practical implications of this study can aid managers in comprehending how employee engagement can improve job satisfaction. Additionally, organization managers can recognize that how an employee feels about their self-worth may impact the employees' engagement and job satisfaction.
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