journal article Jan 22, 2020

A Person-Centered Perspective on the Combined Effects of Global and Specific Levels of Job Engagement

View at Publisher Save 10.1177/1059601119899182
Abstract
This study examines how the different dimensions of job engagement combine within different profiles of workers ( n = 264). This research also documents the relations between the identified job engagement profiles, demographic characteristics (gender, age, education, working time, and organizational tenure), job characteristics (work autonomy, task variety, task significance, task identity, and feedback), attitudes (affective and normative commitment), and psychological health (emotional exhaustion and ill-being). Latent profile analysis revealed four profiles of employees defined based on their global and specific (physical, emotional, and cognitive) job engagement levels: Globally Disengaged, Globally Engaged, Globally but not Emotionally Engaged, and Moderately Engaged. Employees’ perceptions of task variety and feedback shared statistically significant relations with their likelihood of membership into all latent profiles. Profiles were finally showed to be meaningfully related to employees’ levels of affective commitment, normative commitment, emotional exhaustion, and ill-being.
Topics

No keywords indexed for this article. Browse by subject →

References
100
[1]
An Empirical Assessment of Organizational Commitment and Organizational Effectiveness

Harold L. Angle, James L. Perry

Administrative Science Quarterly 10.2307/2392596
[19]
Enders C. (2010)
[20]
Finney S. J. (2013)
[28]
Halbesleben J. R. B. (2010)
[29]
Hambleton R. K. (2005)
[35]
Exploratory Bi-Factor Analysis

Robert I. Jennrich, Peter M. Bentler

Psychometrika 10.1007/s11336-011-9218-4

Showing 50 of 100 references

Metrics
20
Citations
100
References
Details
Published
Jan 22, 2020
Vol/Issue
45(4)
Pages
556-594
License
View
Cite This Article
Nicolas Gillet, Alexandre J. S. Morin, Christine Jeoffrion, et al. (2020). A Person-Centered Perspective on the Combined Effects of Global and Specific Levels of Job Engagement. Group & Organization Management, 45(4), 556-594. https://doi.org/10.1177/1059601119899182
Related

You May Also Like

Using Social Exchange Theory to Distinguish Procedural from Interactional Justice

Russell Cropanzano, Cynthia A. Prehar · 2002

580 citations

Organizational Identity and Organizational Identification

Hongwei He, Andrew D. Brown · 2013

372 citations

Job Crafting at the Team and Individual Level

Maria Tims, Arnold B. Bakker · 2013

328 citations