Succession Planning and Situational Engagement

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Succession planning is the creation of a pool of high potential employees that receive specific training and developmental opportunities with the intention of promotion. There is a definite need to deepen our understanding of what implications there are from a psychological point of view for employees when a major process like succession planning is implemented. Employee engagement is the experienced commitment, which leads to discretionary effort. The purpose of this research is to explore an underlying factor structure for engagement drivers and understand how a major organizational initiative, succession planning, impacts employee engagement. This research was conducted at a petroleum ... continued below

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Hobson, Nicole DeJarnett December 2007.

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This dissertation is part of the collection entitled: UNT Theses and Dissertations and was provided by UNT Libraries to Digital Library, a digital repository hosted by the UNT Libraries. It has been viewed 473 times , with 9 in the last month . More information about this dissertation can be viewed below.

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  • Hobson, Nicole DeJarnett

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Description

Succession planning is the creation of a pool of high potential employees that receive specific training and developmental opportunities with the intention of promotion. There is a definite need to deepen our understanding of what implications there are from a psychological point of view for employees when a major process like succession planning is implemented. Employee engagement is the experienced commitment, which leads to discretionary effort. The purpose of this research is to explore an underlying factor structure for engagement drivers and understand how a major organizational initiative, succession planning, impacts employee engagement. This research was conducted at a petroleum organization in the Southwest United States (N = 2023) and compares engagement based on group membership in a succession planning process (Informed-High Status, Uninformed-High Status, and Uninformed-Low Status). The underlying factor structure of drivers was found to have one factor of engagement. There was a significant difference in the engagement levels based on membership within the succession plan (high status versus low status). However, communicating to an employee their involvement in the succession plan did not differentiate between engagement levels.

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  • December 2007

Added to The UNT Digital Library

  • May 2, 2008, 3:13 p.m.

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  • May 30, 2008, 12:52 p.m.

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Citations, Rights, Re-Use

Hobson, Nicole DeJarnett. Succession Planning and Situational Engagement, dissertation, December 2007; Denton, Texas. (digital.library.unt.edu/ark:/67531/metadc5168/: accessed November 18, 2017), University of North Texas Libraries, Digital Library, digital.library.unt.edu; .