Promoting Employee Engagement: Concept Paper for the Development of a Conceptual Framework

Abstract

This study aimed to examine how employee engagement can be increased through the perceived desirability of disruptive Human Resource Management (HRM) technologies where sociological phenomena like gender stereotype change and work realities as work- family conflicts derive lower employee engagement. This study is a literature review in which employee engagement, gender stereotype change, work-family conflicts, and disruptive HRM technologies literature were surveyed and reviewed from two perspectives. Both perspectives developed a conceptual framework that focuses on three impacts. The first is the role of work-family conflicts in mediating the impact of changing gender stereotypes on employee engagement. Second, the perceived desirability of disruptive HRM technologies has a direct impact on increasing employee engagement. The third effect is that the perceived desirability of disruptive HRM technologies has a moderating effect on the impact of workfamily conflicts on employee engagement. The paper provides directions for empirical research based on the predicted impacts.