The meaning, antecedents and outcomes of employee engagement: a narrative evidence synthesis

The claim that high levels of engagement can enhance organizational performance and individual well-being has not previously been tested through a systematic review of the evidence. To bring coherence to the diffuse body of literature on engagement, the authors conducted a systematic synthesis of narrative evidence involving 214 studies focused on the meaning, antecedents and outcomes of engagement. The authors identified six distinct conceptualizations of engagement, with the field dominated by the Utrecht Group’s ‘work engagement’ construct and measure, and by the theorization of engagement within the ‘job demands–resources’ framework. Five groups of factors served as antecedents to engagement: psychological states; job design; leadership; organizational and team factors; and organizational interventions. Engagement was found to be positively associated with individual morale, task performance, extra-role performance and organizational performance, and the evidence was most robust in relation to task performance. However, there was an over-reliance on quantitative, cross-sectional and self-report studies within the field, which limited claims of causality. To address controversies over the commonly used measures and concepts in the field and gaps in the evidence-base, the authors set out an agenda for future research that integrates emerging critical sociological perspectives on engagement with the psychological perspectives that currently dominate the field

Differential item functioning of the UWES-17 in South Africa

Orientation: South Africa’s unique cultural diversity provides a constant challenge about the fair and unbiased use of psychological measures in respect of their cross-cultural application. Research purpose: This study assesses the Differential Item Functioning (DIF) of the Utrecht Work Engagement Scale (UWES-17) for different South African cultural groups in a South African company. Motivation for the study: Organisations are using the UWES-17 more and more in South Africa to assess work engagement. Therefore, research evidence from psychologists or assessment practitioners on its DIF across different cultural groups is necessary. Research design, approach and method: The researchers conducted a Secondary Data Analysis (SDA) on the UWES-17 sample (n = 2429) that they obtained from a cross-sectional survey undertaken in a South African Information and Communication Technology (ICT) sector company (n = 24 134). Quantitative item data on the UWES-17 scale enabled the authors to address the research question. Main findings: The researchers found uniform and/or non-uniform DIF on five of the vigour items, four of the dedication items and two of the absorption items. This also showed possible Differential Test Functioning (DTF) on the vigour and dedication dimensions. Practical/managerial implications: Based on the DIF, the researchers suggested that organisations should not use the UWES-17 comparatively for different cultural groups or employment decisions in South Africa. Contribution/value add: The study provides evidence on DIF and possible DTF for the UWES-17. However, it also raises questions about possible interaction effects that need further investigation