Russell, Lisa (2008) Are Satisfied Employees Also Engaged Employees? Honours thesis, University of Southern Queensland. (Unpublished)
Abstract
The present study was designed to test the employee engagement model developed by Robinson, Perryman, and Hayday (2004) which found that feeling valued and involved in an organisation was the most important driver of employee engagement, whilst job satisfaction was the least important driver. However, our study also wanted to test the findings of the study by Robinson, Hooker, and Hayday (2007) as they discovered that job satisfaction was equally important as a driver of employee engagement. As such, the overall aim of the present study was to determine whether satisfied employees are also engaged employees. In addition to this, the present study also explored the model by Hart, Griffin, Wearing, and Cooper (1996) which proposed that the organisational climate is a driver of quality of work life. This study utilised a sample of 5,324 employees who voluntarily completed the Queensland Health Better Workplaces Staff Opinion Survey of April 2008. Four organisational climate scales were combined to make up the sense of value construct, consisting of supportive leadership, appraisal and recognition, professional growth, and participative decision making. The quality of work life scale was used to measure employee job satisfaction, whilst the employee engagement scale was used to measure the two-way relationship of employee engagement. The results of a simultaneous multiple regression revealed that sense of value and quality of work life were significant predictors of employee engagement. A path analysis using regression found that quality of work life was a partial mediator of the relationship between sense of value and employee engagement. The implication of the current findings underpins the importance of having high-quality leaders who can help to foster a sense of feeling valued and involved in employees, in order for those employees to be highly engaged in their work. Future research should focus on testing the current findings on a more general population to determine whether similar results are obtained.
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| Item Type: | Thesis (Non-Research) (Honours) |
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| Item Status: | Live Archive |
| Additional Information: | Current UniSQ staff and students can request access to this thesis. Please email research.repository@unisq.edu.au with a subject line of SEAR thesis request and provide: Name of the thesis requested and Your name and UniSQ email address |
| Faculty/School / Institute/Centre: | Historic - Faculty of Sciences - Department of Psychology (Up to 30 Jun 2013) |
| Supervisors: | Hong Eng Goh |
| Qualification: | Bachelor of Science (Honours) |
| Date Deposited: | 13 Nov 2025 01:46 |
| Last Modified: | 13 Nov 2025 01:46 |
| Fields of Research (2008): | 17 Psychology and Cognitive Sciences > 1799 Other Psychology and Cognitive Sciences > 179999 Psychology and Cognitive Sciences not elsewhere classified |
| Fields of Research (2020): | 52 PSYCHOLOGY > 5299 Other psychology > 529999 Other psychology not elsewhere classified |
| URI: | https://sear.unisq.edu.au/id/eprint/52721 |
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