Untangling the Predictive Nomological Validity of Employee Engagement
通过分析三种工作态度对员工敬业度的独特贡献，发现工作满意度贡献最大，其次是工作投入和组织承诺，提醒研究和实践中需谨慎选择测量量表。
The purpose of this study was to examine the predictive nomological validity of employee engagement using a set of three job attitudes commonly linked to employee engagement. Prior research concerned with the nomological network of employee engagement has predominantly considered bivariate relationships, thus missing the opportunity to fully understand the intricate and interrelated relationship between employee engagement and job attitudes. Scale- and subscale-level correlations were obtained from a previously published set of survey responses ( n = 1,580) to partition employee engagement variance components associated with every possible combination of the three job attitude predictor set (2 k − 1 = 7). Results suggested that across both overall measures, job satisfaction contributed the most unique variance to employee engagement, followed by job involvement and organizational commitment. Findings indicated that when applying employee engagement in both research and practice, care should be taken in scale selection across models—especially those involving like constructs. This study provides evidence of the importance for considering a construct’s nomological network within the broader management and human resource–related literature. This research not only advances the theoretical understanding and research of employee engagement but also assists practitioners in deploying precise, well-crafted measures of engagement in the field.