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The focus of this study was emotional engagement, or a strong emotional attachment to one's work (Kahn, 1990). The purpose of the study was to determine the relationship among five factors of personality (need for stability, extraversion, originality, accommodation, and consolidation); psychological conditions of engagement; person–work fit, and the emotional engagement of human resource senior leaders, managers, and generalists. Structural equation modeling was completed separately for each of the three job categories. The results supported significant direct relationships among personality factors and emotional engagement but suggested that meaningfulness, availability, and person–work fit also moderate these relationships. This study makes three main contributions to the literature on the topic. First, although previous research (May, Gilson, & Harter, 2004; Rothmann & Rothmann, 2010) investigated engagement in general, this study spotlighted emotional engagement. Second, this study drew a path leading from personality to emotional engagement, moderated by psychological engagement conditions. Third, this study focused on human resource professionals, who hitherto had received scant coverage in the literature. This study proposes an emotional engagement formula that accounts for a large portion of the variability in emotional engagement (58% for managers, 61% for generalists, and 62% for senior leaders). |
