Work Engagement: A Review of Some Antecedents and Consequences

Abstract

Work engagement is one of the highly studied variables in positive organisational psychology. The concept of engagement was first introduced by Kahn (1990) and it was popularised in organisations through surveys conducted by the Gallup organisation using their Q12. Maslach and Leiter (1997) proposed that burnout and engagement was a bipolar concept. Schaufeli and Bakker (2003) proposed that work engagement was a relatively stable attitude characterised by vigor, dedication,and absorption. This view of engagement has been extensively studied, and various antecedents and consequences have been the focus of study. Some of the antecedents include job characteristic, social support, job demands and resources, and similar attitudes. Some of the consequences include turnover intention, job satisfaction, organisational commitment, wellbeing and health, organisational citizenship behaviours.