The term engagement, understood within the context of the employee work
role, began to emerge within the organizational psychology and business literature
some fifteen years ago. To date, four lines of research characterize this study topic
and include 1) personal engagement, 2) burnout/engagement, 3) work engagement,
and 4) employee engagement. Engagement at work research has developed in a
relatively sequential manner and the four constructs are defined and measured
differently. This following section begins with personal engagement; the earliest of
the engagement at work constructs, and proceeds through the remaining three
constructs.