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Job engagement : = Construct validation and relationships with job satisfaction, job involvement, and intrinsic motivation.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Job engagement :/
Reminder of title:	Construct validation and relationships with job satisfaction, job involvement, and intrinsic motivation.
Author:	Rich, Bruce Louis.
Description:	1 online resource (197 pages)
Notes:	Source: Dissertations Abstracts International, Volume: 68-05, Section: A.
Contained By:	Dissertations Abstracts International68-05A.
Subject:	Personality. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3228825click for full text (PQDT)
ISBN:	9780542807497

Job engagement : = Construct validation and relationships with job satisfaction, job involvement, and intrinsic motivation.
Rich, Bruce Louis.

Job engagement :Construct validation and relationships with job satisfaction, job involvement, and intrinsic motivation. - 1 online resource (197 pages)

Source: Dissertations Abstracts International, Volume: 68-05, Section: A.

Thesis (Ph.D.)--University of Florida, 2006.

Includes bibliographical references

Job engagement has recently become a fashionable term among Human Resource practitioners and Organizational Behavior researchers. However, academic research that has theoretically examined job engagement at the psychological level is limited, as is research on the nature of employee engagement, and its place among other job attitude constructs that are used to describe employees at work. I developed and validated a new measure of job engagement that assessed people's engagement during role performance. The predictive, convergent, and discriminant validity of job engagement was assessed with similar affective and cognitive work-related states, including job involvement, job satisfaction, intrinsic motivation, and the Utrecht Work Engagement Scale. Results from confirmatory factor analysis indicated that job engagement was best represented as a higher-order factor with three lower-order dimensions of physical, emotional, and cognitive. Additional analyses suggested that the four job attitudes of job engagement, job satisfaction, job involvement, and intrinsic motivation are distinct but correlated attitudes. Hierarchical regression results revealed that employees who exhibited higher levels of job engagement were rated by their supervisors as demonstrating higher levels of task and contextual performance and lower levels of withdrawal behaviors. Importantly, these relationships were found after controlling for job satisfaction, job involvement, and intrinsic motivation. Specifically, job engagement predicted an additional 3% variance in task performance, an additional 4% variance in contextual performance, and an additional 10% variance in withdrawal behaviors. Moreover, job engagement predicted an additional 3% variance in task performance, an additional 6% variance in contextual performance, and an additional 7% variance in withdrawal behaviors over and above that predicted by the Utrecht Work Engagement Scale. I conclude with theoretical and practical implications as well as suggestions for future research.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2023

Mode of access: World Wide Web

ISBN: 9780542807497Subjects--Topical Terms:

516529
Personality.
Subjects--Index Terms:

Construct validationIndex Terms--Genre/Form:

542853
Electronic books.

Job engagement : = Construct validation and relationships with job satisfaction, job involvement, and intrinsic motivation.
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500 $a Source: Dissertations Abstracts International, Volume: 68-05, Section: A.
500 $a Publisher info.: Dissertation/Thesis.
500 $a Advisor: LePine, Jeffery A.
502 $a Thesis (Ph.D.)--University of Florida, 2006.
504 $a Includes bibliographical references
520 $a Job engagement has recently become a fashionable term among Human Resource practitioners and Organizational Behavior researchers. However, academic research that has theoretically examined job engagement at the psychological level is limited, as is research on the nature of employee engagement, and its place among other job attitude constructs that are used to describe employees at work. I developed and validated a new measure of job engagement that assessed people's engagement during role performance. The predictive, convergent, and discriminant validity of job engagement was assessed with similar affective and cognitive work-related states, including job involvement, job satisfaction, intrinsic motivation, and the Utrecht Work Engagement Scale. Results from confirmatory factor analysis indicated that job engagement was best represented as a higher-order factor with three lower-order dimensions of physical, emotional, and cognitive. Additional analyses suggested that the four job attitudes of job engagement, job satisfaction, job involvement, and intrinsic motivation are distinct but correlated attitudes. Hierarchical regression results revealed that employees who exhibited higher levels of job engagement were rated by their supervisors as demonstrating higher levels of task and contextual performance and lower levels of withdrawal behaviors. Importantly, these relationships were found after controlling for job satisfaction, job involvement, and intrinsic motivation. Specifically, job engagement predicted an additional 3% variance in task performance, an additional 4% variance in contextual performance, and an additional 10% variance in withdrawal behaviors. Moreover, job engagement predicted an additional 3% variance in task performance, an additional 6% variance in contextual performance, and an additional 7% variance in withdrawal behaviors over and above that predicted by the Utrecht Work Engagement Scale. I conclude with theoretical and practical implications as well as suggestions for future research.
533 $a Electronic reproduction. $b Ann Arbor, Mich. : $c ProQuest, $d 2023
538 $a Mode of access: World Wide Web
650 4 $a Personality. $3 516529
650 4 $a Behaviorial sciences. $3 3422405
650 4 $a Studies. $3 3433795
650 4 $a Research. $3 531893
650 4 $a Personality psychology. $3 2144789
650 4 $a Affect (Psychology). $3 606519
650 4 $a Behavior. $3 532476
650 4 $a Self evaluation. $3 3435347
650 4 $a Researchers. $3 3560729
650 4 $a Energy. $3 876794
650 4 $a Emotions. $3 524569
650 4 $a Behavioral psychology. $3 2122788
650 4 $a Validation studies. $3 3563994
650 4 $a Motivation. $3 532704
650 4 $a Validity. $3 3548271
650 4 $a Attitudes. $3 1973410
653 $a Construct validation
653 $a Engagement
653 $a Job satisfaction
653 $a Motivation
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773 0 $t Dissertations Abstracts International $g 68-05A.
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