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Industrial and Organizational Psychology Commons™
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Full-Text Articles in Industrial and Organizational Psychology
Employee Engagement, Megan Paul
Employee Engagement, Megan Paul
Umbrella Summaries
What is employee engagement? Consensus on the exact definition of employee engagement is still evolving, but commonalities involve attitudes and behaviors related to high personal investment in one’s work. One definition is “a relatively enduring state of mind referring to the simultaneous investment of personal energies in the experience or performance of work” (Christian, Garza, & Slaughter, 2011, p. 95). The most commonly used measure of engagement, the Utrecht Work Engagement Scale, assesses engagement through three factors: vigor (high energy levels and persistence), dedication (enthusiasm and inspiration), and absorption (high concentration and engrossment) (Schaufeli, Salanova, Gonzalez-Roma, & Bakker, 2002; Schaufeli, …
Organizational Commitment Profiles And Employee Well-Being: A Latent Profile Analysis, Hannah E. Perkins
Organizational Commitment Profiles And Employee Well-Being: A Latent Profile Analysis, Hannah E. Perkins
LSU Master's Theses
The present study examined the influence that employees’ organizational commitment profile has on both work and non-work outcomes. While the nomological network of the three-component model of organizational commitment has been studied widely, the application of the latent profile analysis (LPA) has changed the way researchers explore organizational commitment. Specifically, while variable centered approaches (e.g., correlations, multiple regression) measure each type of commitment independently and ultimately assume the linear relationships detected are applicable to every employee, a person-centered approach (e.g., latent profile analysis) groups individuals according to patterns of the reported target variables, allowing researchers to explore the combined or …
Political Skill, Megan Paul
Political Skill, Megan Paul
Umbrella Summaries
What is political skill? Political skill refers to “the ability to effectively understand others at work, and to use such knowledge to influence others to act in ways that enhance one’s personal and/or organizational objectives” (Ahearn et al., 2004, p. 311). Unlike organizational politics, which involve selfserving and detrimental behavior, political skill involves positive, sincere, and effective influence (Ferris et al., 2005). The primary measure of political skill is the 18-item Political Skill Inventory, which assesses political skill through four factors: social astuteness, interpersonal influence, networking ability, and apparent sincerity. Example items from each factor, respectively, include “I always seem …