Conditions of Engagement

 

Engagement is a critical topic in education and in workplace. It is relevant to learning and working performance, and it is important for sustaining wellbeing. The question is how to make us engaged. In this post, I want to explore the factors that can affect the engagement. Well it is only from my empirical perceptions.  

Below are the factors that I think would affect engagement.

Calling is from the spiritual realm, represented as the meaningfulness one views and a drive (energy) that leads people to pursue that meaningfulness. There are proposed conceptual definitions of calling, and Duffy et al proposed a theoretical model of calling – the Work as Calling Theory. Calling promotes engagement because the meaningfulness people view with that calling. This meaningfulness is most likely intrinsic, in values and righteousness.  

Efficacy refers to one’s beliefs in one’s capability to execute behaviors necessary produce expected outcomes. Efficacy beliefs include self-efficacy (generalized beliefs, confidence) and response efficacy (domain-specific, contrary to confidence, the feeling of risks). People would like to do things that they feel confident with or do things to ease the fear (the feeling of risks).  

Determination is the firmness of purpose. The Self-determination theory (SDT) concludes the fulfillment of three universal psychological needs contributes to one’s motivation in actions - feeling of choices and experience of willingness (autonomy), feeling one is effective in meeting demands (competence), and feeling connected with and cared for by others in the context (relatedness). If an activity can fulfill people’s needs, people would be more likely to stick to it.

Person-Environment Fit addresses the interactions between the characteristics of the individual and the environment and how the individual and the environment influence each other – often people feel fit in the environment that match their characteristics and when there is a fit it would promote productivity and performance.

Affirmation is about support and encouragement. We would be hanging on longer if we have support and encouragement.

Regulation refers to the ability to manage. There are many prospects of regulation, such as process (time, planning and organization), content (understanding and metacognition), and emotion (control). The outcomes of regulation may show as adaptability, sustainability, inhibition or initiation. If one has the ability to regulate, one has the control over, and has a higher chance to engage.    

These factors are traits when we do things (learning or working). They do not work as a singular, rather correlated to work together. It is beneficial if we know the players that can affect our performance.