Abstract
Despite the increasing attention given to the construct of work engagement in the workplace, it remains under-researched in the academic literature. Using Kahn’s conceptual foundation of work engagement, this study examines whether high levels of work engagement lead to equally satisfying work experiences for members of the workforce regardless of their sexual orientation. Using the 2012 Federal Employee Viewpoint Survey (FEVS), authors find that while active engagement at work had positive influence on employee job satisfaction regardless of one’s sexual orientation, high level of engagement at work among LGBT employees was less strongly associated with job satisfaction than it was for those non-LGBT employees. Implications are discussed.
Highlights
Despite the increasing attention given to the construct of work engagement in the workplace, it remains under-researched in the academic literature
The data used in this study come from the Office of Personnel Management’s (OPM) 2012 Federal Employee Viewpoint Survey (FEVS) (OPM 2012)
An increase in tenure in the federal agency was associated with decrease in job satisfaction (p < .001), while those with intention to leave were more likely than others to report low levels of job satisfaction (p < .001)
Summary
Despite the increasing attention given to the construct of work engagement in the workplace, it remains under-researched in the academic literature. The image of an ideal worker in most organizational studies is an “engaged” one, regardless of one’s social or cultural identities, to help improve the organization’s outcomes (Banihani et al, 2013; Wilson, 1998). This identity-neutral view of work engagement assumes that men and women, heterosexuals and gay men and lesbians, or white and those of racial minority can demonstrate their engagement in the workplace. This research is of particular practical importance to public managers who are concerned with employee satisfaction
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