TY - JOUR

T1 - The life-cycle of engagement: towards a divergent critical HR/pluralist conceptualization

AU - Sambrook, Sally

PY - 2021/11

Y1 - 2021/11

N2 - Since Kahn's (1990) pioneering work, the concept of engagement has attracted considerable interest globally. With expansion is a desire for conceptual convergence. Yet different disciplines (work psychology, HRM/D, industrial/employee relations), theoretical approaches (unitarism and pluralism) and research methods (positivist/quantitative and interpretivist/qualitative) create divergence. I consider the life-cycle of engagement, as an ‘umbrella’ construct, to make sense of convergence and divergence in HRD. Kahn advocated multi-level, case study research to better understand engagement yet this has been overshadowed by a dominant narrow, unitarist and quantitative perspective. To explore tensions between diverse conceptualisations, I conducted a narrative review. This identified theoretical, methodological and practical implications of unitarist and pluralist perspectives. I argue engagement needs to be conceptualised from a critical HR, pluralist perspective, and present a multi-level analytical framework to assist this endeavour. I propose a new direction for engagement research. This more situationally-sensitive, employee-centred approach recognises discretionary behaviours flow from the competency of HR(D) practitioners and line managers in balancing efficiency, equity and voice within the contested work context. Such a critical HR/pluralist approach might address some of the criticisms charged at HRD professionals of being removed from work-place realities.

AB - Since Kahn's (1990) pioneering work, the concept of engagement has attracted considerable interest globally. With expansion is a desire for conceptual convergence. Yet different disciplines (work psychology, HRM/D, industrial/employee relations), theoretical approaches (unitarism and pluralism) and research methods (positivist/quantitative and interpretivist/qualitative) create divergence. I consider the life-cycle of engagement, as an ‘umbrella’ construct, to make sense of convergence and divergence in HRD. Kahn advocated multi-level, case study research to better understand engagement yet this has been overshadowed by a dominant narrow, unitarist and quantitative perspective. To explore tensions between diverse conceptualisations, I conducted a narrative review. This identified theoretical, methodological and practical implications of unitarist and pluralist perspectives. I argue engagement needs to be conceptualised from a critical HR, pluralist perspective, and present a multi-level analytical framework to assist this endeavour. I propose a new direction for engagement research. This more situationally-sensitive, employee-centred approach recognises discretionary behaviours flow from the competency of HR(D) practitioners and line managers in balancing efficiency, equity and voice within the contested work context. Such a critical HR/pluralist approach might address some of the criticisms charged at HRD professionals of being removed from work-place realities.

KW - Umbrella construct

KW - life-cycle

KW - convergence/divergence

KW - unitarism/pluralism

KW - critical HRD

U2 - 10.1080/13678868.2021.1961508

DO - 10.1080/13678868.2021.1961508

M3 - Article

VL - 24

SP - 468

EP - 489

JO - Human Resource Development International

JF - Human Resource Development International

SN - 1367-8868

IS - 5

ER -