ABSTRACT
Engagement is a “buzz” word that has gained popularity in Industrial/Organizational Psychology. Based on a “Positive Psychology” approach, engagement is perceived as a valuable state for employees, because surveys on the construct have found it correlates with some organizational tactics (e.g., human resource policies, procedural justice) and positive outcomes (e.g., growth, lower costs, lower absenteeism). Reviews of the engagement literature suggest engagement is not clearly defined, which is common with some popular cognitive/emotional constructs. Positive Psychology is nothing new to behavior analysis (Luthans, Youssef, & Rawski, 2011), which has many applications through the field of Organizational Behavior Management to create an “engaged” workforce and culture.
