Measuring enablers and indicators of employee engagement: Internal validity of the Flow@Work engagement survey
Employee engagement remains a growing interest in the academic research literature and especially in the practitioner-industry mainstream literature and practice. Despite the increase in literature on constructs of and associations between enablers and indicators of employee engagement, the empirica...
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| Format: | Article |
| Language: | English |
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Elsevier
2025-02-01
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| Series: | Heliyon |
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| Online Access: | http://www.sciencedirect.com/science/article/pii/S2405844025007662 |
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| author | Melinde Coetzee Dieter Veldsman Ingrid L. Potgieter Nadia Ferreira |
| author_facet | Melinde Coetzee Dieter Veldsman Ingrid L. Potgieter Nadia Ferreira |
| author_sort | Melinde Coetzee |
| collection | DOAJ |
| description | Employee engagement remains a growing interest in the academic research literature and especially in the practitioner-industry mainstream literature and practice. Despite the increase in literature on constructs of and associations between enablers and indicators of employee engagement, the empirical examination of employee engagement measures offered by the mainstream practitioner-industry market has received little attention. The study redresses this shortcoming by examining the internal construct validity and reliability of the Flow@Work Engagement Survey (FWES) as applied to a global aggregated cross-sectional data set of (N = 39 310) clients. We further employed structural equation modelling and relative weight analysis to assess the extent to which the proposed FWES engagement enabling working conditions functioned as predictors of the measure's employee engagement indicators on a randomly selected data subset of (n = 3000) clients. The study established the internal convergent and discriminant validity and reliability of the FWES. The findings contributed new insights to the engagement research literature by revealing the nature and relative importance of different engagement enablers in predicting employee willingness and commitment as indicators of organisational employee engagement. Practically, the study uncovers opportunities for future engagement research and well-informed employee engagement measurement and intervention planning in industry. |
| format | Article |
| id | doaj-art-e369d70f18844f1885cb92a53834abf4 |
| institution | Kabale University |
| issn | 2405-8440 |
| language | English |
| publishDate | 2025-02-01 |
| publisher | Elsevier |
| record_format | Article |
| series | Heliyon |
| spelling | doaj-art-e369d70f18844f1885cb92a53834abf42025-02-04T04:10:30ZengElsevierHeliyon2405-84402025-02-01113e42386Measuring enablers and indicators of employee engagement: Internal validity of the Flow@Work engagement surveyMelinde Coetzee0Dieter Veldsman1Ingrid L. Potgieter2Nadia Ferreira3Department of Industrial and Organisational Psychology, University of South Africa, South AfricaAcademy to Innovate HR, Netherlands; Department of Industrial Psychology and People Management, University of Johannesburg, South AfricaDepartment of Human Resource Management, University of South Africa, South Africa; Corresponding author.Department of Human Resource Management, University of South Africa, South AfricaEmployee engagement remains a growing interest in the academic research literature and especially in the practitioner-industry mainstream literature and practice. Despite the increase in literature on constructs of and associations between enablers and indicators of employee engagement, the empirical examination of employee engagement measures offered by the mainstream practitioner-industry market has received little attention. The study redresses this shortcoming by examining the internal construct validity and reliability of the Flow@Work Engagement Survey (FWES) as applied to a global aggregated cross-sectional data set of (N = 39 310) clients. We further employed structural equation modelling and relative weight analysis to assess the extent to which the proposed FWES engagement enabling working conditions functioned as predictors of the measure's employee engagement indicators on a randomly selected data subset of (n = 3000) clients. The study established the internal convergent and discriminant validity and reliability of the FWES. The findings contributed new insights to the engagement research literature by revealing the nature and relative importance of different engagement enablers in predicting employee willingness and commitment as indicators of organisational employee engagement. Practically, the study uncovers opportunities for future engagement research and well-informed employee engagement measurement and intervention planning in industry.http://www.sciencedirect.com/science/article/pii/S2405844025007662Flow@Work engagement surveyEmployee engagementEngagement indicatorsEngagement enablersJob engagementOrganisational engagement |
| spellingShingle | Melinde Coetzee Dieter Veldsman Ingrid L. Potgieter Nadia Ferreira Measuring enablers and indicators of employee engagement: Internal validity of the Flow@Work engagement survey Heliyon Flow@Work engagement survey Employee engagement Engagement indicators Engagement enablers Job engagement Organisational engagement |
| title | Measuring enablers and indicators of employee engagement: Internal validity of the Flow@Work engagement survey |
| title_full | Measuring enablers and indicators of employee engagement: Internal validity of the Flow@Work engagement survey |
| title_fullStr | Measuring enablers and indicators of employee engagement: Internal validity of the Flow@Work engagement survey |
| title_full_unstemmed | Measuring enablers and indicators of employee engagement: Internal validity of the Flow@Work engagement survey |
| title_short | Measuring enablers and indicators of employee engagement: Internal validity of the Flow@Work engagement survey |
| title_sort | measuring enablers and indicators of employee engagement internal validity of the flow work engagement survey |
| topic | Flow@Work engagement survey Employee engagement Engagement indicators Engagement enablers Job engagement Organisational engagement |
| url | http://www.sciencedirect.com/science/article/pii/S2405844025007662 |
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