The life-cycle of engagement: towards a divergent critical HR/pluralist conceptualization

ABSTRACT

Since Kahn's (1990) pioneering work, the concept of engagement has attracted considerable interest globally. With expansion is a desire for conceptual convergence. Yet different disciplines (work psychology, HRM/D, industrial/employee relations), theoretical approaches (unitarism and pluralism) and research methods (positivist/quantitative and interpretivist/qualitative) create divergence. I consider the life-cycle of engagement, as an ‘umbrella’ construct, to make sense of convergence and divergence in HRD. Kahn advocated multi-level, case study research to better understand engagement yet this has been overshadowed by a dominant narrow, unitarist and quantitative perspective. To explore tensions between diverse conceptualisations, I conducted a narrative review. This identified theoretical, methodological and practical implications of unitarist and pluralist perspectives. I argue engagement needs to be conceptualised from a critical HR, pluralist perspective, and present a multi-level analytical framework to assist this endeavour. I propose a new direction for engagement research. This more situationally-sensitive, employee-centred approach recognises discretionary behaviours flow from the competency of HR(D) practitioners and line managers in balancing efficiency, equity and voice within the contested work context. Such a critical HR/pluralist approach might address some of the criticisms charged at HRD professionals of being removed from work-place realities.

Keywords:

• Umbrella construct
• life-cycle
• convergence/divergence
• unitarism/pluralism
• critical HRD

Acknowledgments

I thank the anonymous reviewers and guest editors for their constructive and valuable comments on earlier versions of this article.

Disclosure statement

No potential conflict of interest was reported by the author(s).