The purpose of this work was to explore the satisfaction‐and‐engagement conundrum by testing competing structural models. The specific development and function of interventions that influence both job satisfaction and employee engagement are deeply rooted in uncovering evidence that give insight into which is primary and secondary. A survey battery of job attitudes was deployed within a large, multifaceted conglomerate located in the Midwestern United States (N = 994). Results demonstrated that job satisfaction was an antecedent of employee engagement. Results provided theoretical and practical evidence for the usability of social exchange theory and extend the applicability of the job demands‐resources model to the domains of employee engagement and satisfaction. The originality of this contribution is the finding that job satisfaction was an antecedent of employee engagement; employee engagement was not an antecedent of job satisfaction. More, we provide evidence for the usability of social exchange theory within an employee engagement setting, in contradiction to current, mainstream employee engagement research in the human resource field.

中文翻译：

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鸡鸡蛋难题：工作满意度或员工敬业度及其对人力资源的影响

这项工作的目的是通过测试竞争性结构模型来探索满意度和参与度难题。影响工作满意度和员工敬业度的干预措施的具体发展和功能深深植根于发现证据的过程中，这些证据可以洞察哪些是主要的和次要的。在美国中西部（N = 994）的一个大型，多层面的企业集团中部署了一系列的工作态度调查表。结果表明，工作满意度是员工敬业度的先决条件。结果为社会交流理论的可用性提供了理论和实践依据，并将工作需求资源模型的适用性扩展到员工敬业度和满意度的领域。这种贡献的独创性是发现工作满意度是员工敬业度的先决条件。员工敬业度不是工作满意度的先决条件。此外，我们提供了证据表明在员工敬业度环境下社交交流理论的可用性，这与当前在人力资源领域的主流员工敬业度研究相矛盾。