员工敬业度的前因后果文献翻译.docx
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员工敬业度的前因后果文献翻译.docx
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员工敬业度的前因后果文献翻译
员工敬业度的前因后果[文献翻译]
本科毕业论文(设计)
外文翻译
外文题目Antecedentsandconsequencesofemployeeengagement外文出处JournalofManagerialPsychology.2006(7):
p600-619外文作者AlanM.saks.
原文:
Antecedentsandconsequencesofemployeeengagement
AlanM.Saks.
Inrecentyears,therehasbeenagreatdealofinterestinemployeeengagement.Manyhaveclaimedthatemployeeengagementpredictsemployeeoutcomes,organizationalsuccess,andfinancialperformance(e.g.totalshareholderreturn)(Bates,2004;Baumruk,2004;Harteretal.,2002;Richman,2006).Atthesametime,ithasbeenreportedthatemployeeengagementisonthedeclineandthereisadeepeningdisengagementamongemployeestoday(Bates,2004;Richman,2006).Ithasevenbeenreportedthatthemajorityofworkerstoday,roughlyhalfofallAmericansintheworkforce,arenotfullyengagedortheyaredisengagedleadingtowhathasbeenreferredtoasan“engagementgap”thatiscostingUSbusinesses$300
billionayearinlostproductivity(Bates,2004;Johnson,2004;Kowalski,2003).
Unfortunately,muchofwhathasbeenwrittenaboutemployeeengagementcomesfromthepractitionerliteratureandconsultingfirms.Thereisasurprisingdearthofresearchonemployeeengagementintheacademicliterature(Robinsonetal.,2004).Thepurposeofthisstudywastoinvestigatetheantecedentsandconsequencesoftwotypesofemployeeengagement:
jobandorganizationengagements.Previousresearchhasfocusedprimarilyonengagementinone'sjob.However,thereisevidencethatone'sdegreeofengagementdependsontheroleinquestion(Rothbard,2001).Thus,itispossiblethattheantecedentsandconsequencesofengagementdependonthetypeofengagement.Inthenextsection,employeeengagementisdefinedfollowedbyadiscussionofemployeeengagementmodelsandtheoryandthestudyhypotheses.
Whatisemployeeengagement?
Employeeengagementhasbecomeawidelyusedandpopularterm(Robinsonetal.,2004).However,mostofwhathasbeenwrittenaboutemployeeengagementcanbefoundinpractitionerjournalswhereithasitsbasisinpracticeratherthantheoryandempiricalresearch.AsnotedbyRobinsonetal.(2004),therehasbeen
surprisinglylittleacademicandempiricalresearchonatopicthathasbecomesopopular.Asaresult,employeeengagementhastheappearanceofbeingsomewhatfaddishorwhatsomemightcall,“oldwineinanewbottle.”
Tomakemattersworse,employeeengagementhasbeendefinedinmanydifferentwaysandthedefinitionsandmeasuresoftensoundlikeotherbetterknownandestablishedconstructslikeorganizationalcommitmentandorganizationalcitizenshipbehavior(Robinsonetal.,2004).Mostoftenithasbeendefinedasemotionalandintellectualcommitmenttotheorganization(Baumruk,2004;Richman,2006;Shaw,2005)ortheamountofdiscretionaryeffortexhibitedbyemployeesintheirjobs(Franketal.,2004).
Intheacademicliterature,anumberofdefinitionshavebeenprovided.Kahn(1990,p.694)definespersonalengagementas“theharnessingoforganizationmembers'selvestotheirworkroles;inengagement,peopleemployandexpressthemselvesphysically,cognitively,andemotionallyduringroleperformances.”
Personaldisengagementrefersto“theuncouplingofselvesfromworkroles;indisengagement,peoplewithdrawanddefendthemselvesphysically,cognitively,oremotionallyduringroleperformances”(p.694).Thus,accordingtoKahn(1990,
1992),engagementmeanstobepsychologicallypresentwhenoccupyingandperforminganorganizationalrole.
Rothbard(2001,p.656)alsodefinesengagementaspsychologicalpresencebutgoesfurthertostatethatitinvolvestwocriticalcomponents:
attentionandabsorption.Attentionrefersto“cognitiveavailabilityandtheamountoftimeonespendsthinkingaboutarole”whileabsorption“meansbeingengrossedinaroleandreferstotheintensityofone'sfocusonarole.”
Burnoutresearchersdefineengagementastheoppositeorpositiveantithesisofburnout(Maslachetal.,2001).AccordingtoMaslachetal.(2001),engagementischaracterizedbyenergy,involvement,andefficacy,thedirectoppositeofthethreeburnoutdimensionsofexhaustion,cynicism,andinefficacy.Researchonburnoutandengagementhasfoundthatthecoredimensionsofburnout(exhaustionandcynicism)andengagement(vigoranddedication)areoppositesofeachother(Gonzalez-Roma
etal.,2006).
Schaufelietal.(2002,p.74)defineengagement“asapositive,fulfilling,work-relatedstateofmindthatischaracterizedbyvigor,dedication,andabsorption.”Theyfurtherstatethatengagementisnotamomentaryandspecificstate,butrather,itis“amorepersistentandpervasiveaffective-cognitivestatethatisnotfocusedonanyparticularobject,event,individual,orbehavior”(p.74).
Intheacademicliterature,engagementissaidtoberelatedtobutdistinctfromotherconstructsinorganizationalbehavior.Forexample,Robinsonetal.(2004,p.8)statethat:
engagementcontainsmanyoftheelementsofbothcommitmentandOCB,butisbynomeansaperfectmatchwitheither.Inaddition,neithercommitmentnorOCBreflectsufficientlytwoaspectsofengagement–itstwo-waynature,andthe
extenttowhichengagedemployeesareexpectedtohaveanelementofbusinessawareness.
Organizationalcommitmentalsodiffersfromengagementinthatitreferstoaperson'sattitudeandattachmenttowardstheirorganization.Engagementisnotanattitude;itisthedegreetowhichanindividualisattentiveandabsorbedintheperformanceoftheirroles.AndwhileOCBinvolvesvoluntaryandinformalbehaviorsthatcanhelpco-workersandtheorganization,thefocusofengagementisone'sformalroleperformanceratherthanextra-roleandvoluntarybehavior.
Engagementalsodiffersfromjobinvolvement.AccordingtoMayetal.(2004),jobinvolvementistheresultofacognitivejudgmentabouttheneedsatisfyingabilitiesofthejobandistiedtoone'sself-image.Engagementhastodowithhowindividualsemploythemselvesintheperformanceoftheirjob.Furthermore,engagementinvolvestheactiveuseofemotionsandbehaviorsinadditiontocognitions.Mayetal.(2004,p.12)alsosuggestthat“engagementmaybethoughtofasanantecedenttojobinvolvementinthatindividualswhoexperiencedeepengagementintheirrolesshouldcometoidentifywiththeirjobs.”
Insummary,althoughthedefinitionandmeaningofengagementinthepractitionerliteratureoftenoverlapswithotherconstructs,intheacademicliteratureithasbeendefinedasadistinctanduniqueconstructthatconsistsofcognitive,
emotional,andbehavioralcomponentsthatareassociatedwithindividualroleperformance.Furthermore,engagementisdistinguishablefromseveralrelatedconstructs,mostnotablyorganizationalcommitment,organizationalcitizenshipbehavior,andjobinvolvement.
Employeeengagementmodelsandtheory
Giventhelimitedresearchonemployeeengagement,therehasbeenlittleinthewayofmodelortheorydevelopment.However,therearetwostreamsofresearchthatprovidemodelsofemployeeengagement.Inhisqualitativestudyonthepsychologicalconditionsofpersonalengagementanddisengagementatwork,Kahn(1990)interviewedsummercampcounselorsandorganizationalmembersofanarchitecturefirmabouttheirmomentsofengagementanddisengagementatwork.Kahn(1990)foundthattherewerethreepsychologicalconditionsassociatedwithengagementordisengagementatwork:
meaningfulness,safety,andavailability.Inotherwords,workersweremoreengagedatworkinsituationsthatofferedthemmorepsychologicalmeaningfulnessandpsychologicalsafety,andwhentheyweremorepsychologicallyavailable.
IntheonlystudytoempiricallytestKahn's(1990)model,Mayetal.(2004)foundthatmeaningfulness,safety,andavailabilityweresignificantlyrelatedtoengagement.Theyalsofoundthatjobenrichmentandrolefitwerepositivepredictorsofmeaningfulness;rewardingco-workerandsupportivesupervisorrelationswerepositivepredictorsofsafetywhileadherencetoco-workernormsandself-consciousnesswerenegativepredictors;andresourcesavailablewasapositivepredictorofpsychologicalavailabilitywhileparticipationinoutsideactivitieswasanegativepredictor.
Theothermodelofengagementcomesfromtheburnoutliteraturewhichdescribesjobengagementasthepositiveantithesisofburnoutnotingthatburnoutinvolvestheerosionofengagementwithone'sjob(Maslachetal.,2001).AccordingtoMaslachetal.(2001),sixareasofwork-lifeleadtoburnoutandengagement:
workload,control,rewardsandrecognition,communityandsocialsupport,perceivedfairness,andvalues.Theyarguethatjobengagementisassociatedwithasustainable
workload,feelingsofchoiceandcontrol,appropriaterecognitionandreward,asupportiveworkcommunity,fairnessandjustice,andmeaningfulandvaluedwork.Likeburnout,engagementisexpectedtomediatethelinkbetweenthesesixwork-lifefactorsandvariousworkoutcomes.
AlthoughbothKahn's(1990)andMaslachetal.'s(2001)modelsindicatethepsychologicalconditionsorantecedentsthatarenecessaryforengagement,theydonotfullyexplainwhyindividualswillrespondtotheseconditionswithvaryingdegreesofengagement.Astrongertheoreticalrationaleforexplainingemployeeengagementcanbefoundinsocialexchangetheory(SET).
SETarguesthatobligationsaregeneratedthroughaseriesofinteractionsbetweenpartieswhoareinastateofreciprocalinterdependence.AbasictenetofSETisthatrelationshipsevolveovertimeintotrusting,loyal,andmutualcommitmentsaslongasthepartiesabidebycertain“rules”ofexchange(CropanzanoandMictchell
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