Meta-engagement: an examination of employee engagement antecedant variable interactions and the impact on engagement outcomes.

This dissertation is a meta-analysis of employee engagement, employee engagement antecedent variable relationships, and the impact on engagement outcomes. Specifically, this analysis excluded the use of the Utrecht Work Engagement Scale (UWES) as a measure for employee engagement. Using the model proposed by Shuck and Wollard (2011) to understand relationship magnitude, this study examined the relationship of employee engagement antecedents (work-family conflict and supportive organizational culture), antecedents in relation to employee engagement and intent to turnover, and the relationship between employee engagement and intent to turnover. The results suggest a significant effect size for the pairing work family conflict/intent to turnover (r = .316, N = 39104, k = 57) and employee engagement/intent to turnover (r = -.325, N = 35962, k = 12). No studies were found that included other pairings. These findings suggest that despite previous research detailing the inadequacy of the UWES as a measure for employee engagement, the empirical exploration of antecedent variables and outcomes with employee engagement measures other than the UWES is still lacking. Implications to research, theory, and practice are discussed.