Employee engagement continues to capture the interest of practitioners and scholars, yet
estimates are that between 50%and 70% of workers are not engaged. Disengagement has
implications for profitability, productivity, safety, mental health, turnover, and
employee theft.
The Solution.
The article builds on Kahn’s concept of disengagement and presents a consolidated view of
the research regarding the process of disengagement. A call to action is presented, as a
plea to organizations to address cognitive, emotional and behavioral/physical needs of the
majority of workers who are less than fully engaged.
The Stakeholders.
Human resource development (HRD) researcher and practitioners who work in organizations
where engagement is low, turnover is high, or morale is plummeting.
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