Article

Employee Engagement and the Psychology of Joining, Staying in, and Leaving Organizations

James K. Harter and Nikki Blacksmith

in Oxford Handbook of Positive Psychology and Work

Published in print November 2009 | ISBN: 9780195335446
Published online September 2012 | | DOI: http://dx.doi.org/10.1093/oxfordhb/9780195335446.013.0010

Series: Oxford Library of Psychology

 Employee Engagement and the Psychology of Joining, Staying in, and Leaving Organizations

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  • Organizational Psychology
  • Social Psychology

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Elements of engagement are important factors that not only cause individuals to join an organization but also help to retain those employees. The authors summarize research conducted from a number of angles, asking people what they are looking for in a job, why they stayed in or left their organization, and tracking engagement elements and their impact on turnover patterns across work units. Job interest and career progress are important elements in attracting and retaining employees. In addition, workers both expect and rely on quality managing continuously throughout phases of the employee life cycle. Clarity of expectations and adequacy of resources can either compliment or mitigate other efforts to improve job interest and career progress. Pay becomes a more important factor in turnover intentions when employees perceive their coworkers are not committed to quality work. The engagement elements that impact attraction and retention of employees have been found in other research to increase business unit performance.

Keywords: employee engagement; turnover; retention; attraction

Article.  7442 words. 

Subjects: Psychology ; Organizational Psychology ; Social Psychology

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