The purpose of this paper was to build on personal engagement and role theory to develop a conceptual definition of engagement to different organizational roles (job, organization, manager, and team) and create and validate a measure to assess these elements. Across multiple organizations, the measure demonstrated strong psychometric properties. This instrument will provide more targeted information for human resource management and leadership development professionals tasked with developing methods and processes to improve low-scoring dimensions of engagement, optimizing HR and leadership development interventions. The Center for Creative Leadership uses this 4-factor measure in its CCL Fusion offering as well as its new EDI culture survey.
