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تلاش داوطلبانه
Engagement is consistently shown as something given by the employee which can benefit the organisation through commitment and dedication, advocacy, discretionary effort, using talents to the fullest and being supportive of the organisation's goals and values.
■ Company based models view engagement as an outcome - engaged employees show commitment, loyalty, exert discretionary effort, use their talents to the fullest and are enthusiastic advocates of their organisation's values and goals.
■ Academic definitions focus on outcomes of engagement (advocacy, dedication, discretionary effort, fostering change); the psychological state (employees fully involve themselves in work, are absorbed, focused and energised); and the two‐ way beneficial relationship between employer and employee.
Nokia Siemens Networks describes being engaged as 'an emotional attachment to the organisation, pride and a willingness to be an advocate of the organisation, a rational understanding of the organisationʹs strategic goals, values, and how employees fit and motivation and willingness to invest discretionary effort to go above and beyond'.
In defining engagement, Macey and Schneider (2008a p.6) split engagement into these three areas and propose that 'trait engagement' is an inclination to see the world from a particular vantage point and this is reflected in the individual's 'state engagement' which leads to 'behavioural engagement', defined in terms of exerting discretionary effort.
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