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Measuring Employee Engagement

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Employee Engagement in Contemporary Organizations

Abstract

The production of employee engagement metrics is an important contributor to understanding antecedents and consequences ranging from job specific and non-job specific measures; task performance and contextual performance, work role behaviours including job role, career role, innovator role and team role. Engagement has been measured as levels of job performance, work performance, in-role performance and business outcomes. The result is a plethora of research-based engagement measurement tools and techniques from the academic domain; complemented by proprietary measures from business consulting organisations. Measures can be based on simple ‘pulse’ survey questions or more complex multivariate analyses using a range of custom questionnaires to suit the particular circumstance of the organisation or the objectives of a specific research project. Engagement metrics are created firstly on input, using the qualitative factors of knowledge, skills, attitudes and behaviour; of relationships at work with leaders, managers and colleagues and the environment or context within which these interactions take place. Or secondly there are metrics which are output based using a quantitative analysis of employee engagement related to business or operational impact.

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  1. Leeds Business School, Leeds Beckett University, Leeds, UK

    Paul Turner

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Turner, P. (2020). Measuring Employee Engagement. In: Employee Engagement in Contemporary Organizations. Palgrave Macmillan, Cham. https://doi.org/10.1007/978-3-030-36387-1_8

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