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Dissertation/Thesis Abstract

Towards a better understanding of employee engagement: Factors that explain employee engagement
by Hale, Richard T., Ph.D., Capella University, 2016, 115; 10133018
Abstract (Summary)

Although researchers have discovered many of the beneficial and positive consequences of employee engagement, little is known about the multitude of antecedent factors that lead to employee engagement. Previous research has demonstrated that an individual’s gender is a factor in engagement, and that an employee’s racioethnic similarity with a supervisor, job characteristics, and perceived organizational support, are all antecedents of engagement. The present study focused on individual personality, the perceived quality of employees’ working relationships with their supervisors, and their work roles as either managers or subordinates, to identify whether those variables contribute to employee engagement. This study’s survey, administered to 96 respondents in the work force, using hierarchical multiple regression analysis, found that the personality sub-domain of conscientiousness, based on the Big Five model of personality, and the perceived quality of relationship with one’s supervisor, based on Leader-Member Exchange (LMX) theory, were positively related to, and predicted employee engagement.

Indexing (document details)
Advisor: Fremont, Paula
Commitee: Olsen, Brigit, Vail, Thomas
School: Capella University
Department: Harold Abel School of Social and Behavioral Sciences
School Location: United States -- Minnesota
Source: DAI-B 77/12(E), Dissertation Abstracts International
Subjects: Management, Occupational psychology, Organization Theory
Keywords: Employee engagement, LMX theory, Leader member exchange, Personality, Workplace engagement
Publication Number: 10133018
ISBN: 978-1-339-91510-4
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