Alvi, A.K., Haider, R., Haneef, M. and Ahmed, A.A., 2014. A critical review of model and theory of employee engagement. Science International, 26(2).
The concepts considered in the article.
As per the discussions provided in the article, it is quite evident that everything revolves around the conceptuality of Employee Engagement and its types or stages, such as Physical engagement, cognitive engagement, and emotional engagement. Furthermore, the article also makes mention of the terminologies that are related to Employee Engagement, such as Job Satisfaction, Job Involvement, Job Commitment, empowerment and flow. All of these terminologies have the responsibility of making sure that the element of employee engagement is properly catered to, and the organisation remains unbothered about this side of the functionality if handled properly. However, if all of these elements or terminologies are neglected, then it is quite evident that the organisation is expected to face lots of complexities in managing and maintaining employee engagement. Additionally, to ensure that the conceptuality of employee engagement is only catered to when all the aspects of Employees are addressed, such as physical engagement, cognitive engagement and emotional engagement. Here physical engagement refers to the physical energy of the employee being directed towards a certain task, cognitive engagement refers to the mental or attention of the employee towards the task at hand by absorbing all the necessary intel and doing away with the disturbances, and in the last emotional engagement is considered as a dominant link with the exact feelings, ideas and views of the employee regarding the task being performed. In simple words, the mean concept that was discussed in this article was Employee Engagement and its various inclusions or related terminologies.
Biases or Assumptions
In reading the articles, there were certain assumptions highlighted by the authors Alvi et al. (2014), which would suggest that the conceptuality of employee engagement is a broad concept which is inclusive of other terminologies like Job Involvement, Job Satisfaction, Job Commitment and Job Empowerment. There were many studies highlighted in the article which suggested that some of the concepts, such as Job Commitment, are the same as Employee Engagement. However, the discussion in the whole article suggests that it is not the same as Employee Engagement and is one of its many terminologies used. The same goes for other concepts like Satisfaction, Empowerment and Flow; all of these terminologies are just components of Employee Engagement. Furthermore, the only biasness which was felt by the authors was based on incorporating the element of Employee Engagement in the working environment of the organisation. The Authors Here first made the reader understand what is meant by the element of Job Engagement by providing its definition from other authors and then proceeded to make the reader understand the importance of this conceptuality in the working environment of the organisation. Additionally, the whole article only utilised Kahn’s Model of Employee Engagement and did not even make mention of other models, which is also one of the biases felt while reading the whole article.
Findings
The findings of the article highlight the fact that employee engagement is one of the most crucial elements of the organisation, which allows it to extract the most out of the employees while keeping them happy. It also suggests that the concept of Employee Engagement is a much broader term, and in most cases, is suggested the same as Employee Commitment, Employee Empowerment, Employee Satisfaction and Employee Involvement. The findings of this study suggest the fact that all of these concepts are much different by taking the viewpoints of different authors. Additionally, with the utilisation of this study, a model of employee engagement has been proposed utilisation of Kahn’s work and the terminology of employee engagement is divided into different elements such as Physical Engagement, Cognitive Engagement and Emotional Engagement.
Type of Measures Used
All of the data which has been acquired for the article under consideration is Qualitative. Qualitative data provides information associated with qualities or something that cannot be measured. The data, which is qualitative in terms of its nature, is mainly descriptive and textural. There are no numeric calculations involved in this type of data. After reviewing the discussion, it is quite evident that the author of this article has utilised the Nominal Scale of Measurement, which is responsible for defining the identity property of the data. The Nominal Scale of Measurement has various characteristics but is exclusive of any numerical meaning; the data is usually categorised but cannot be added, subtracted, multiplied or divided.
Research Methodology
The research methodology is inclusive of the nature of the data, how the data has been collected and analysed and what were the ethical issues faced during the whole research. The nature of the data in this scenario was qualitative and was acquired from secondary sources such as different research articles, journals, books and blogs. The whole article was inclusive of the findings and opinions of different authors and sources. The data analysis tactic that was utilised in the whole research was based on thematic analysis, which is considered one of the most common forms of analysis while conducting qualitative research; the main emphasis of using this thematic analysis is inclusive of identifying, analysing and interpreting patterns of meaning within the data that has been acquired. It is essential for the data to be qualitative to use this research design. It involves a systematic six-step procedure by which the data is broken down and properly analysed. The ethical issues, in this scenario, includes the de-identification of the data acquired before releasing it to the researcher.
Authors or Research Values
The authors of this research, Alvi et al. (2014), valued the secondary data that was available over the internet and was relevant to employee engagement. Furthermore, the main emphasis was also laid upon Kahn’s Model of Employee Engagement which covers almost 1/3rd of the total article. Most of the data that is acquired for this research is well cited and has good credibility, which makes this research an ideal piece of information for the given topic.
