Predictors & Outcomes of Employee Engagement: Implications for the Resource-Based View Perspective

摘要: Resource-based View We extend the resource based view of firm to employee engagement and try explore linkages with performance. By developing these intangible capabilities engagement, it's antecedents outcomes, which are path dependant, a can stay ahead competitors (Teece et al 1997; Colbert 2004) leads VRIN is difficult for imitate (Barney 1991).This in line dynamic capability perspective, extends RBV (http://www.valuebasedmanagement.net_methods_barney_resource_based_ viewfirm.html/accessed 28th March 2009). It also fills lacunae pointed by researchers like Foss (1996b). Ishikava (2006) point out shortcomings state that process orientation has not made theory dynamic. (1996b) speculates various "competence-based," "capabilities," "dynamic capabilities," etc. approaches all highlight dynamics ways (e.g., Hamel Prahalad 1994) should be focus research.. The resource-based suggests human systems contribute sustained competitive advantage through facilitating development competencies specific, produce complex social relationships, embedded firm's history culture, generate tacit organizational knowledge 1991). Much work been done behavioral leading non-conclusive role behaviour may copied competing firms (Colbert 2004). HR practices strategic roles on other hand emanate certain intrinsic motivational effects Organizational Commitment lead high performance (Bhatnagar 2007, Bhatnagar 2009a).The basis attitudes behaviors regarded as an important component research agenda relating management (Aryee, Budhwar & Chen 2002) especially employment relationship domain 2009a:171). In current study we processes organizations due workplace. studying organization this paper, but serve firm. These captured sense justice psychological contract individual feels. formation individual's shaped company policies related recruitment, compensation, claims etc along cues from environment (Boxall Purcell 2002).This turn affect engagement. There positive effect Employee Engagement Citizenship Behaviour. interactive between these, lower intention quit. entire equation Engagement. examine variable configurational approach (Delery Doty 1996) theorizing SHRM. school studies follows holistic principle inquiry concerned how patterns multiple interdependent variables relate given dependent (Meyer, Tsui Hinings 1993). Researchers gather dimensions organizations, such strategies, structures, cultures, processes, into typologies ideal types treat independent 2004:344). Measurement key retention talent (Glen 2006) area where taken practitioners (Bennett Bell 2004, Baumruk et.al 2006, Gallup Management Journal Parsley Woodruffe 2006). rigorous academic required (Macey Schneider 2008, IOP Speical Issue 2008) (Cartwright Holmes Joo Mclean Rothbard 2001) mediator India globally have investigated 2007a, Saks 2005). …