Deconstructing the Privilege and Power of Employee Engagement: Issues of Inequality for Management and Human Resource Development

Brad Shuck, Joshua C. Collins, Tonette S. Rocco, Raquel Diaz

Research output: Contribution to journalArticlepeer-review

16 Scopus citations

Abstract

The purpose of our work was to explore the job demands–resources model of engagement through the critical lens(es) of privilege and power. This deconstruction of the privilege and power of employee engagement was focused toward exploring four principal questions: Who (a) controls the context of work? (b) determines the experience of engagement? (c) defines the value of engagement? and (d) benefits from high levels of engagement? We conclude that organizations and employees both benefit from the outcomes associated with the heightened experience of employee engagement. We maintain, however, that the organization is uniquely positioned to influence systems of power and privilege that ultimately enable the conditions for engagement to flourish. Organizations desiring high levels of engagement have an obligation to confront manifestations of privilege such as unequal states of power, access, status, credibility, and normality.

Original languageEnglish (US)
Pages (from-to)208-229
Number of pages22
JournalHuman Resource Development Review
Volume15
Issue number2
DOIs
StatePublished - Jun 2016

Keywords

  • employee engagement
  • job demands–resources
  • power
  • privilege

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