This article examines power and engagement. Since Kahn first explained engagement as the way people invest themselves in their work roles based on influence and role status, the engagement movement has subsequently experienced particular momentum both in academic and practitioner circles. The extensive body of evidence on engagement suggests that it is linked to a range of organizational outcomes as well as work-related measures of individual wellbeing. However, this evidence draws mainly from concepts and theories grounded in psychology and therefore important issues of context are often neglected. Moreover, the way engagement has been conceptualized reflects a particular gap in relation to the concept of power and tends to gloss over the realities of organizational life. We consider this limitation of the evidence and its implications along with ways in which other approaches to researching engagement might help to create more accurate and authentic accounts of the lived reality of work engagement.

中文翻译：

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订婚

本文考察了权力和参与度。自从卡恩首先将参与解释为人们根据影响力和角色地位将自己投入到工作角色中的方式以来，参与运动随后在学术界和从业者圈子中都经历了特殊的势头。关于敬业度的大量证据表明，它与一系列组织成果以及与工作相关的个人福祉指标有关。然而，这一证据主要来自以心理学为基础的概念和理论，因此重要的背景问题往往被忽视。此外，参与的概念化方式反映了与权力概念相关的特殊差距，并倾向于掩盖组织生活的现实。