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See Latest ArticlesBeyond Engagement: Toward a Framework and Operational Definition for Employee Work Passion
Human Resource Development Review, 08/18/09
Nimon K et al. – Engagement or passion surveys should specifically and convincingly assess the affective components of the appraisal process, differentiate descriptive cognitions and intentions, and separate and corroborate intentions from behaviors.
Kim Nimon, 08/21/09
| This paper is the first in what we hope is a series designed to explore the construct of employee engagement as part of a larger framework for a high performing organization. The idea behind this paper came from a literature review of hundreds of studies from academic sources and commercial consulting and training firms. One of our initial findings in exploring this concept was the lack of an agreed upon definition of employee engagement. Each study we reviewed offered a different explanation, definition, and view of employee engagement, which blurred rather than clarified the construct. Another finding was that much of the commercial research on employee engagement focused specifically on the extent to which an individual is engaged or disengaged while overlooking the fundamental importance of understanding the appraisal process that leads to that condition. Based on these observations, we embarked on our own empirical research. Specifically, this first study was designed to create a precise, specific, and durable definition of employee engagement and also create a model that would help to highlight the individual appraisal process. We think that we have taken a good first step towards that goal with the publication of this paper. In it you will find a new, refined construct based on social cognitive theory that we are calling employee work passion. Our hope is that this refined construct will give future researchers and practitioners a platform to more accurately identify what employee engagement is and what it isn’t going forward. You will also see the model we created which highlights the process an individual goes through in deciding to engage in a specific behavior –including how cognition, affect, and intent interact to influence that behavior. Together this new definition and model should help human resource development researchers and practitioners improve both the data and the strategies they use in constructing and evaluating new employee engagement surveys. |
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