3,141
Views
40
CrossRef citations to date
0
Altmetric
Original Articles

Engaged and committed? The relationship between work engagement and commitment in professional service firms

, , &

References

  • AlbrechtS. L. (2012). The influence of job, team and organizational level resources on employee well-being, engagement, commitment and extra-role performance: Test of a model. International Journal of Manpower, 33, 840–853.
  • AllenN. J., & MeyerJ. P. (1990). The measurement and antecedents of affective, continuance, and normative commitment to the organization. Journal of Occupational Psychology, 63, 1–18.
  • AlvessonM. (2001). Knowledge work: Ambiguity, image and identity. Human Relations, 54, 863–886.
  • AndersonJ. C., & GerbingD. W. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychological Bulletin, 103, 411–423.
  • BakkerA. B., AlbrechtS. L., & LeiterM. P. (2011a). Work engagement: Further reflections on the state of play. European Journal of Work and Organizational Psychology, 20, 74–88.
  • BakkerA. B., AlbrechtS. L., & LeiterM. P. (2011b). Key questions regarding work engagement. European Journal of Work and Organizational Psychology, 20, 4–28.
  • BakkerA. B., & DemeroutiE. (2008). Towards a model of work engagement. Career Development International, 13, 209–223.
  • BakkerA. B., & LeiterM. P. (2010). Work engagement: A handbook of essential theory and research. New York, NY: Psychology Press.
  • BakkerA. B., & SchaufeliW. B. (2008). Positive organizational behavior: Engaged employees in flourishing organizations. Journal of Organizational Behavior, 29, 147–154.
  • BakkerA. B., SchaufeliW. B., LeiterM. P., & TarisT. W. (2008). Work engagement: An emerging concept in occupational health psychology. Work & Stress, 22, 187–200.
  • BakkerA. B., van EmmerikH., & EuwemaM. C. (2006). Crossover of burnout and engagement in work teams. Work and Occupations, 33, 464–489.
  • BaruchY., & Winkelmann-GleedA. (2002). Multiple commitments: A conceptual framework and empirical investigation in a community health service trust. British Journal of Management, 13, 337–357.
  • BeckerT. E. (1992). Foci and bases of commitment: Are they distinctions worth making. Academy of Management Journal, 35, 232–244.
  • BeckerT. E. (2009). Interpersonal commitments. In H.Klein, T.Becker, & J.Meyer (Eds.), Commitment in organizations: Accumulated wisdom and new directions (pp. 158–199). New York, NY: Routledge.
  • BeckerT., BillingsR., EvelethD., & GilbertN. (1996). Foci and bases of employee commitment: Implications for job performance. Academy of Management Journal, 39, 464–482.
  • BenteinK., StinglhamberF., & VandenbergheC. (2002). Organization-, supervisor-, and workgroup-directed commitments and citizenship behaviours: A comparison of models. European Journal of Work and Organizational Psychology, 11, 341–362.
  • BishopJ. W., ScottK. D., & BurroughsS. M. (2000). Support, commitment and employee outcomes in a team environment. Journal of Management, 26, 1113–1132.
  • BishopJ. W., ScottK. D., GoldsbyM. G., & CropanzanoR. (2005). A construct validity study of commitment and perceived support variables. Group & Organization Management, 30, 153–180.
  • BollenK. A. (1989). Structural equations with latent variables. New York: Wiley.
  • BoshoffC., & MelsG. (2000). The impact of multiple commitments on intentions to resign: An empirical assessment. British Journal of Management, 11, 255–272.
  • BrownA. D., & LewisM. (2011). Identities, discipline and routines. Organization Studies, 32, 871–896.
  • ChristianM. S., GarzaA. S., & SlaughterJ. E. (2011). Work engagement: A quantitative review and test of its relations with task and contextual performance. Personnel Psychology, 64, 89–136.
  • ClarkeC., KnightsD., & JarvisC. (2012). A labour of love: Academics in business schools. Scandinavian Journal of Management, 28, 5–15.
  • ConnellyC. E., GallagherD. G., & GilleyK. M. (2007). Organizational and client commitment among contracted employees: A replication and extension with temporary workers. Journal of Vocational Behavior, 70, 326–335.
  • Coyle-ShapiroJ. A.-M., & MorrowP. C. (2006). Organizational and client commitment among contracted employees. Journal of Vocational Behavior, 68, 416–431.
  • Coyle-ShapiroJ. A.-M., MorrowP. C., & KesslerI. (2006). Serving two organizations: Exploring the employment relationship of contracted employees. Human Resource Management, 45, 561–583.
  • CropanzanoR., & MitchellM. S. (2005). Social exchange theory: An interdisciplinary review. Journal of Management, 31, 874–900.
  • DeciE. L., ConnellJ. P., & RyanR. M. (1989). Self-determination in a work organization. Journal of Applied Psychology, 74, 580–590.
  • DemeroutiE., BakkerA. B., De JongeJ., JanssenP. P. M., & SchaufeliW. B. (2001). Burnout and engagement at work as a function of demands and control. Scandinavian Journal of Work and Environment and Health, 27, 279–286.
  • FisherS. L., WassermanM. E., WolfP. P., & WearsK. H. (2008). Human resource issues in outsourcing: Integrating research and practice. Human Resource Management, 47, 501–523.
  • FosstenlokkenS. M., LowendahlB. R., & RevangO. (2003). Knowledge development through client interaction: A comparative study. Organization Studies, 24, 859–879.
  • FredricksonB. (2001). The role of positive emotions in positive psychology. American Psychologist, 56, 218–227.
  • GeorgeE., & ChattopadhyayP. (2005). One foot in each camp: The dual identification of contract workers. Administrative Science Quarterly, 50, 68–99.
  • GerbingD. W., & AndersonJ. C. (1992). Monte Carlo evaluations of goodness of fit indices for structural equation models. Sociological Methods & Research, 21, 132–160.
  • GouldnerA. (1958). Cosmopolitans and locals: Toward an analysis of latent social roles. Administrative Science Quarterly, 2, 444–480.
  • GreenwoodR., & EmpsonL. (2003). The professional partnership: Relic or exemplary form of governance?Organization Studies, 24, 909–933.
  • GreenwoodR., LiS. X., PrakashR., & DeephouseD. L. (2005). Reputation, diversification, and organizational explanations of performance in professional service firms. Organization Science, 16, 661–673.
  • GrumanJ. A., & SaksA. M. (2011). Performance management and employee engagement. Human Resource Management Review, 21, 123–136.
  • HakanenJ. J., BakkerA. B., & DemeroutiE. (2005). How dentists cope with their job demands and stay engaged: The moderating role of job resources. European Journal of Oral Sciences, 113, 479–487.
  • HakanenJ. J., BakkerA. B., & SchaufeliW. B. (2006). Burnout and work engagement among teachers. Journal of School Psychology, 43, 495–513.
  • HakanenJ. J., SchaufeliW. B., & AholaK. (2008). The job demands-resources model: A three-year cross-lagged study of burnout, depression, commitment, and work engagement. Work & Stress, 22, 224–241.
  • HallbergU. E., & SchaufeliW. B. (2006). Same same but different? Can work engagement be discriminated from job involvement and organizational commitment?European Psychologist, 11, 119–127.
  • HarrisonD. A., NewmanD. A., & RothP. L. (2006). How important are job attitudes? Meta-analytic comparisons of integrative behavioral outcomes and time sequences. Academy of Management Journal, 49, 305–325.
  • HarterJ. K., SchmidtF. L., & HayesT. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87, 268–279.
  • HyvonenK., FeldtT., Salmela-AroK., KinnunenU., & MakikangasA. (2009). Young managers’ drive to thrive: A personal work goal approach to burnout and work engagement. Journal of Vocational Behavior, 75, 183–196.
  • KinnieN., & SwartJ. (2012). Committed to whom? Professional knowledge worker commitment in cross-boundary organisations. Human Resource Management Journal, 22, 21–38.
  • LidenR. C., WayneS. J., KraimerM. L., & SparroweR. T. (2003). The dual commitments of contingent workers: An examination of contingents’ commitment to the agency and the organization. Journal of Organizational Behavior, 24, 609–625.
  • LittleB., & LittleP. (2006). Employee engagement: Conceptual issues. Journal of Organizational Culture, Communications and Conflict, 10, 111–120.
  • LlorensS., SchaufeliW., BakkerA., & SalanovaM. (2007). Does a positive gain spiral of resources, efficacy, beliefs and engagement exist?Computers in Human Behavior, 23, 825–841.
  • LuthansF. (2002). The need for and meaning of positive organizational behavior. Journal of Organizational Behavior, 23, 695–706.
  • MaceyW. H., & SchneiderB. (2008). The meaning of employee engagement. Industrial and Organizational Psychology, 1, 3–30.
  • MacLeodD., & ClarkeN. (2009). Engaging for success: Enhancing performance through employee engagement. A report to the UK Government.
  • MalhotraN., & MorrisT. (2009). Heterogeneity in professional service firms. Journal of Management Studies, 46, 895–922.
  • MathieuJ., & ZajacD. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin, 108, 171–194.
  • MaunoS., KinnunenU., & RuokolainenM. (2007). Job demands and resources as antecedents of work engagement: A longitudinal study. Journal of Vocational Behavior, 70, 149–171.
  • MayT., KorczynskiM., & FrenkelS. J. (2002). Organizational and occupational commitment: Knowledge workers in large corporations. Journal of Management Studies, 39, 775–801.
  • McCleanE., & CollinsC. J. (2011). High-commitment HR practices, employee effort, and firm performance: Investigating the effects of HR practices across employee groups within professional services firms. Human Resource Management, 50, 341–363.
  • McLean ParksJ., KidderD., & GallagherD. (1998). Fitting square pegs into round holes: Mapping the domain of contingent work arrangements onto the psychological contract. Journal of Organizational Behavior, 19, 697–730.
  • MeyerJ. P. (2009). Commitment in a changing world of work. In H.Klein, T.Becker, & J.Meyer (Eds.), Commitment in organizations: Accumulated wisdom and new directions (pp. 37–68). New York, NY: Routledge.
  • MeyerJ., & AllenN. (1997). Commitment in the workplace, theory, research, and application. Thousand Oaks, CA: Sage.
  • MeyerJ., AllenN., & SmithC. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78, 538–551.
  • MeyerJ., & HerscovitchL. (2001). Commitment in the workplace: Toward a general model. Human Resource Management Review, 11, 299–326.
  • NewmanD. A., & HarrisonD. A. (2008). Been there, bottled that: Are state and behavioural work engagement new and useful construct ‘wines’?Industrial and Organizational Psychology, 1, 31–35.
  • NgT. W. H., & FeldmanD. C. (2009). Occupational embeddedness and job performance. Journal of Organizational Behavior, 30, 863–891.
  • NoordegraafM. (2011). Risky business: How professionals and professional fields (must) deal with organizational issues. Organization Studies, 32, 1349–1371.
  • O'LearyM. B., MortensenM., & WoolleyA. W. (2011). Multiple team membership: A theoretical model of its effects on productivity and learning for individuals and teams. Academy of Management Review, 36, 461–478.
  • PodsakoffP. M., MacKenzieS. B., & PodsakoffN. P. (2012). Sources of method bias in social science research and recommendations on how to control it. Annual Review of Psychology, 65, 539–569.
  • RedmanT., & SnapeE. (2005). Unpacking commitment: Multiple loyalties and employee behaviour. Journal of Management Studies, 42, 301–328.
  • ReedM. I. (1996). Expert power and control in late modernity: An empirical review and theoretical synthesis. Organization Studies, 17, 573–597.
  • ReichersA. E. (1985). A review and reconceptualization of organizational commitment. Academy of Management Review, 10, 465–476.
  • RichB. L., LepineJ. A., & CrawfordE. R. (2010). Job engagement: Antecedents and effects on job performance. Academy of Management Journal, 53, 617–635.
  • RothbardN. P. (2001). Enriching or depleting? The dynamics of engagement in work and family roles. Administrative Science Quarterly, 46, 655–684.
  • RuberyJ., CookeF. L., MarchingtonM., & EarnshawJ. (2003). Inter-organizational relations and employment in a multi-employer environment. British Journal of Industrial Relations, 41, 265–289.
  • SaksA. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21, 600–619.
  • SalanovaM., BakkerA. B., & LlorensS. (2006). Flow at work: Evidence for an upward spiral of personal and organizational resources. Journal of Happiness Studies, 7, 1–22.
  • SalanovaM., & SchaufeliW. (2008). A cross-national study of work engagement as a mediator between job resources and proactive behaviour. The International Journal of Human Resource Management, 19, 116–131.
  • SchaufeliW. B., & BakkerA. B. (2004). Demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25, 293–315.
  • SchaufeliW. B., & BakkerA. B. (2010). Defining and measuring work engagement: Bringing clarity to the concept. In A. B.Bakker & M. P.Leiter (Eds.), Work engagement: A handbook of essential theory and research (pp. 10–24). Hove: Psychology Press.
  • SchaufeliW. B., BakkerA. B., & SalanovaM. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66, 701–716.
  • SchaufeliW. B., MartinezI. M., PintoA. M., SalanovaM., & BakkerA. B. (2002). Burnout and engagement in university students: A cross-national study. Journal of Cross-Cultural Psychology, 33, 464–481.
  • SchaufeliW. B., SalanovaM., Gonzalez-RomaV., & BakkerA. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3, 71–92.
  • SchaufeliW. B., TarisT. W., & Van RhenenW. (2008). Workaholism, burnout and engagement: Three of a kind or three different kinds of employee well-being?Applied Psychology: An International Review, 57, 173–203.
  • ShiromA. (2003). Feeling vigorous at work? The construct of vigor and the study of positive affect in organizations. Research in Organizational Stress and Well-being, 3, 135–165.
  • SimpsonM. R. (2009). Predictors of work engagement among medical-surgical registered nurses. Western Journal of Nursing Research, 31, 44–65.
  • SonnentagS., BinnewiesC., & MojzaE. J. (2010). Staying well and engaged when demands are high: The role of psychological detachment. Journal of Applied Psychology, 95, 965–976.
  • StinglhamberF., BenteinK., & VandenbergheC. (2002). Extension of the three component model of commitment to five foci. European Journal of Psychological Assessment, 18, 123–138.
  • SwailesS. (2004). Commitment to change: Profiles of commitment and in-role performance. Personnel Review, 33, 187–204.
  • SwartJ. (2007). HRM and knowledge workers. In P.Boxall, J.Purcell, & P.Wright (Eds.), The Oxford handbook of human resource management (pp. 450–468). Oxford: Oxford University Press.
  • SwartJ., & KinnieN. (2003). Sharing knowledge in knowledge-intensive firms. Human Resource Management Journal, 13, 60–75.
  • SwartJ., & KinnieN. (2013). Managing multi-dimensional knowledge assets: HR configurations in professional service firms. Human Resource Management Journal, 23, 160–179.
  • SweetmanD., & LuthansF. (2010). The power of positive psychology: Psychological capital and work engagement. In A. B.Bakker & M. P.Leiter (Eds.), Work engagement: A handbook of essential theory and research (pp. 147–163). London: Routledge.
  • VandenbergheC. (2009). Organizational commitments. In H.Klein, T.Becker, & J.Meyer (Eds.), Commitment in organizations: Accumulated wisdom and new directions (pp. 99–136). New York, NY: Routledge.
  • VandenbergheC., BenteinK., & StinglhamberF. (2004). Affective commitment to the organization, supervisor, and work group: Antecedents and outcomes. Journal of Vocational Behavior, 64, 47–71.
  • Von NordenflychtA. (2010). What is a professional service firm? Toward a theory and taxonomy of knowledge-intensive firms. Academy of Management Review, 35, 155–174.
  • WefaldA. J., & DowneyR. G. (2009). Construct dimensionality of engagement and its relation with satisfaction. Journal of Psychology: Interdisciplinary and Applied, 143, 91–112.
  • YalabikZ. Y., PopaitoonP., ChowneJ. A., & RaytonB. A. (2013). Work engagement as a mediator between employee attitudes and outcomes. The International Journal of Human Resource Management, 24, 2799–2823.
  • YoussefC. M., & LuthansF. (2007). Positive organizational behavior in the workplace. Journal of Management, 33, 774–800.

Reprints and Corporate Permissions

Please note: Selecting permissions does not provide access to the full text of the article, please see our help page How do I view content?

To request a reprint or corporate permissions for this article, please click on the relevant link below:

Academic Permissions

Please note: Selecting permissions does not provide access to the full text of the article, please see our help page How do I view content?

Obtain permissions instantly via Rightslink by clicking on the button below:

If you are unable to obtain permissions via Rightslink, please complete and submit this Permissions form. For more information, please visit our Permissions help page.