A Person-Centered Perspective on the Combined Effects of Global and Specific Levels of Job Engagement
通过对264名员工进行潜在剖面分析，识别出四种工作投入剖面（全局不投入、全局投入、全局但非情感投入、中度投入），并发现任务多样性和反馈感知显著影响剖面归属，不同剖面在情感承诺、规范承诺、情绪耗竭和幸福感上存在差异。
This study examines how the different dimensions of job engagement combine within different profiles of workers ( n = 264). This research also documents the relations between the identified job engagement profiles, demographic characteristics (gender, age, education, working time, and organizational tenure), job characteristics (work autonomy, task variety, task significance, task identity, and feedback), attitudes (affective and normative commitment), and psychological health (emotional exhaustion and ill-being). Latent profile analysis revealed four profiles of employees defined based on their global and specific (physical, emotional, and cognitive) job engagement levels: Globally Disengaged, Globally Engaged, Globally but not Emotionally Engaged, and Moderately Engaged. Employees’ perceptions of task variety and feedback shared statistically significant relations with their likelihood of membership into all latent profiles. Profiles were finally showed to be meaningfully related to employees’ levels of affective commitment, normative commitment, emotional exhaustion, and ill-being.