Employee engagement has been described as a multidimensional motivational construct that involves the simultaneous investment of an individual’s complete and full self into the performance of a role. It has and continues to be an area of great interest to academics, practitioners, and organizations. Although most of the academic research on employee engagement has been published in the early 21st century, there have already been several books published on engagement, special journal issues devoted to engagement, and numerous review articles and meta-analyses. However, there continues to be concerns about the meaning, definition, and measurement of employee engagement. Regardless of these concerns, it is now clear that employee engagement is an important predictor of individual and organizational outcomes and has implications for employee well-being and performance.
Books on Employee Engagement
Several books have been published on employee engagement. Most of these books are edited books by academics for academics that contain chapters on various areas of engagement research such as its meaning, measurement, drivers and antecedents, outcomes, and interventions. Albrecht 2010 consists of thirty-four chapters divided into seven parts. Bakker and Leiter 2010 contains thirteen chapters, and Truss, et al. 2014 has sixteen chapters divided into four parts. Byrne 2015 consists of four parts and eleven chapters and covers both the science and practice of engagement. An exception to these books is Mone and London 2010, which is focused on using the performance management process to drive engagement and is more of a practical guide for managers.
Albrecht, Simon L. Handbook of Employee Engagement: Perspectives, Issues, Research and Practice. Cheltenham, UK: Edward Elgar, 2010.
This book has thirty-four chapters and is divided into seven parts: what is employee engagement; what influences employee engagement; the dynamics and regulations of employee engagement; management and human resources (HR) systems, practices, and processes; global perspectives on employee engagement; and performance outcomes and interventions.
Bakker, Arnold B., and Michael P. Leiter. Work Engagement: A Handbook of Essential Theory and Research. Hove, UK: Psychology Press, 2010.
Contains thirteen chapters that deal with various issues of work engagement such as definition, measurement, drivers, consequences, and interventions.
Byrne, Zinta S. Understanding Employee Engagement: Theory, Research, and Practice. New York: Routledge, 2015.
Consists of four parts (engagement under the microscope, securing an engaged workforce, competitive advantage, and the new frontiers of employee engagement), with eleven chapters that focus on the science and practice of engagement.
Mone, Edward M., and Manuel London. Employee Engagement through Effective Performance Management: A Practical Guide for Managers. New York: Routledge, 2010.
Describes how the performance management process can be used to drive employee engagement.
Truss, Catherine, Rick Delbridge, Kerstin Alfes, Amanda Shantz, and Emma Soane. Employee Engagement in Theory and Practice. New York: Routledge, 2014.
Includes sixteen chapters divided into four parts: the psychology of engagement, human resources management (HRM) implications, critical perspectives, and engagement in practice.
Users without a subscription are not able to see the full content on this page. Please subscribe or login.
How to Subscribe
Oxford Bibliographies Online is available by subscription and perpetual access to institutions. For more information or to contact an Oxford Sales Representative click here.
- Abusive Supervision
- Adverse Impact and Equal Employment Opportunity Analytics
- Applied Political Risk Analysis
- Approaches to Social Responsibility
- Assessment Centers: Theory, Practice and Research
- Authentic Leadership
- Bayesian Statistics
- Behavior, Organizational
- Behavioral Approach to Leadership
- Behavioral Theory of the Firm
- Between Organizations, Social Networks in and
- Brokerage in Networks
- Career Studies
- Charismatic and Innovative Team Leadership By and For Mill...
- Computational Modeling
- Conflict Management
- Corporate Social Performance
- Counterproductive Work Behavior (CWB)
- Cross-Cultural Communication
- Cross-Cultural Management
- Cultural Intelligence
- Culture, Organization
- Data Analytic Methods
- Decision Making
- Emotional Labor
- Employee Aging
- Employee Engagement
- Employee Voice
- Empowerment, Psychological
- Entrepreneurship, Corporate
- Entrepreneurship, Women's
- Equal Employment Opportunity
- Faking in Personnel Selection
- Family Business, Managing
- Financial Markets in Organization Theory and Economic Soci...
- Findings, Reporting Research
- Fit, Person-Environment
- Goal Setting
- Hofstedes Cultural Dimensions
- Human Capital Pipelines
- Human Resource Management
- Human Resource Management, Strategic
- Human Resources, Global
- Human Rights
- Humanitarian Work Psychology
- Humility in Management
- Impression Management at Work
- Innovative Behavior
- Intelligence, Emotional
- International Economic Development and SMEs
- International Economic Systems
- International Strategic Alliances
- Job Analysis and Competency Modeling
- Job Crafting
- Job Design
- Job Satisfaction
- Leader-Member Exchange
- Leadership Development
- Leadership Development and Organizational Change, Coaching...
- Leadership, Ethical
- Leadership, Global and Comparative
- Leadership, Strategic
- Management History
- Management In Antiquity
- Meaningful Work
- Multinational Corporations and Emerging Markets
- Neo-institutional Theory
- Neuroscience, Organizational
- Organization Design, Global
- Organization Development and Change
- Organization Theory
- Organizational Adaptation
- Organizational Behavior, Emotions in
- Organizational Citizenship Behaviors (OCBs)
- Organizational Corruption
- Organizational Identity
- Organizational Justice
- Organizational Legitimacy
- Organizational Networks
- Organizational Performance, Personality Theory and
- Organizational Responsibility
- Organizational Surveys, Driving Change Through
- Organizations, Big Data in
- Organizations, Political Ideology in
- Organizations, Social Identity Processes in
- Pay for Skills, Knowledge, and Competencies
- People Analytics
- Performance Appraisal
- Planning And Goal Setting
- Psychological Contracts
- Regional Entrepreneurship
- Reputation, Organizational Image and
- Research, Ethics in
- Research, Longitudinal
- Research Methods
- Research Methods, Qualitative
- Resource-Dependence Theory
- Response Surface Analysis, Polynomial Regression and
- Role of Time in Organizational Studies
- Safety, Work Place
- Selection, Applicant Reactions to
- Self-Fulfilling Prophecy In Management
- Self-Management and Personal Agency
- Service Management
- Shared Team Leadership
- Status in Organizations
- Strategic Human Capital
- Strategy and Cognition
- Structural Contingency Theory/Information Processing Theor...
- Team Conflict
- Team Newcomers
- Teams, Global
- Technology and Innovation Management
- Technology, Organizational Assessment and
- the Workplace, Millennials in
- Theory X and Theory Y
- Time and Motion Studies
- Training and Development
- Training Evaluation
- Unobtrusive Measures
- Virtual Teams
- Work and Family: An Organizational Science Overview
- Work Contexts, Nonverbal Communication in
- Work, Mindfulness at
- Workplace Commitment
- Workplace Gossip
- Workplace Meetings
- Workplace, Spiritual Leadership in the
- World War II, Management Research during