Analysis

Job Engagement refers to the degree to which employees are emotionally, intellectually, and physically invested in their work. It encompasses employees’ commitment to their job responsibilities and organization, their active participation, and their enthusiasm in achieving business goals.

Objective

The purpose of measuring job engagement is to understand the level of employee involvement and dedication to their organization. This helps employers identify factors that enhance or reduce engagement and develop strategies to improve job satisfaction and productivity.

Calibration

The Job Engagement Scale consists of statements where participants respond using a Likert scale to indicate the extent to which they agree with each statement.

References

Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66(4), 701-716.
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692-724.
Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87(2), 268-279.
Rich, B. L., Lepine, J. A., & Crawford, E. R. (2010). Job engagement: Antecedents and effects on job performance. Academy of Management Journal, 53(3), 617-635.
Macey, W. H., & Schneider, B. (2008). The meaning of employee engagement. Industrial and Organizational Psychology, 1(1), 3-30.