PERSONALquarterly 3/2020

PERSONALquarterly 03/20 24 SCHWERPUNKT _ENGAGEMENT SUMMARY Research question: What are the best options for companies to measure engagement when taking their already existing survey landscape into account? Methodology: Literature review Practical implications: Companies that are just starting with the measurement of engagement can for example build on the existing scales of Utrecht and Gallup to assess both the construct and potential set screws. Companies with historically grown questi­ onnaires can instead consider a stepwise replacement or expansion of their existing scales to retain the opportunity for benchmarking with previous measurements. LITERATURVERZEICHNIS Christian, M. S./Garza, A. S./Slaughter, J. E. (2011): Work engagement: A quantitative review and test of its relations with task and contextual performance. Personnel psychology, 64(1), 89-136. Gallup (2020): https://q12.gallup.com/public/en-us/Features, ab gerufen am 14. Mai 2020. Harter, J. K./Schmidt, F. L./Hayes, T. L. (2002): Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: a meta-analysis. Journal of Applied Psychology, 87(2), 268. Harter, J. K./Schmidt, F. L./Keyes, C. L. (2003): Well-being in the workplace and its relationship to business outcomes: A review of the Gallup studies. In Flourishing: Positive psychology and the life well-lived. (pp. 205-224). American Psychological Association. Schaufeli, W. B./Bakker, A. B. (2010): Defining and measuring work engage­ ment: Bringing clarity to the concept. Work engagement: A handbook of essential theory and research, 12, 10-24. Schaufeli, W. B./Salanova, M./González-Romá, V./Bakker, A. B. (2002): The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3(1), 71-92. Schaufeli, W. B./Shimazu, A./Hakanen, J./Salanova, M./De Witte, H. (2019): An ultra-short measure for work engagement: The UWES-3 validation across five countries. European Journal of Psychological Assessment, 35(4), 577. Wanous, J. P./Reichers, A. E./Hudy, M. J. (1997): Overall job satisfaction: how good are single-item measures? Journal of Applied Psychology, 82(2), 247. PROF. DR. TORSTEN BIEMANN Lehrstuhl für Personalmanagement und Führung Universität Mannheim E-Mail: biemann@bwl.uni-mannheim.de https://biemann.bwl.uni-mannheim.de MAX MÜHLENBOCK Universität Mannheim E-Mail: max@muehlenbock.de www.linkedin.com/in/max-muehlenbock nehmen führen sollen, bietet sich eine differenziertere Abfrage verschiedener Stellschrauben von Engagement an. Im besten Falle sollten die erfassten Stellschrauben dabei zum einen auf bereits etablierten Skalen und Erkenntnissen aufbauen, aber zum anderen auch speziell an die Gegebenheiten im eigenen Unternehmen angepasst werden.