Introduction to "Exploring Geographic Influences on the Engagement Divide Between Male and Female Employees"

This studyby Dr. Jonathan H. Westover and Dr. Maureen Snow Andrade investigated how gender and geographic differences affect workplace engagement. It explored how key workplace factors—such as worker activation, basic needs, contributions, teamwork, and growth—impact engagement differently for men and women within and outside of Utah. By addressing gaps in existing research, the study provides valuable insights into how gender and geography influence the drivers of discretionary effort at work, offering practical guidance for organizations to design more inclusive and effective engagement strategies. 

Key Findings

Engagement Is Shaped by Gender and Geography 

The study underscores the importance of analyzing employee engagement through both gender and geographic lenses. Engagement drivers differ between males and females, and between employees within and outside of Utah, highlighting the need to consider individual traits and contextual influences. 

Worker Activation is Central to Engagement 

The research validates that worker activation—an empowering culture that fosters purpose and discretionary effort—is a core, cross-cutting factor in engagement. Activation should be positioned at the heart of engagement models, especially in today’s dynamic work environments. 

Engagement Is Multi-Dimensional and Interconnected

Engagement is not driven by isolated factors but by a network of interdependent variables. This highlights the complexity of activation and the need for a holistic, systems-level understanding. 

Customized, Inclusive Engagement Strategies Are Essential

Organizations should develop tailored strategies by understanding what motivates different demographics. High activation cultures that focus on purpose and empowerment are especially effective across diverse teams. 

Implications for Employers and Employees 

For Employers 

• A one-size-fits-all approach to engagement is ineffective; strategies should be tailored based on gender, geography, and cultural background. 

• Cultivating worker activation—by fostering purpose-driven, inclusive, and empowering workplace cultures—can significantly enhance engagement and discretionary effort. 

For Employees 

• Reflecting on personal drivers of motivation and maintaining open, honest communication with leadership can strengthen individual engagement. 

• Actively building workplace relationships and pursuing professional development opportunities can increase job satisfaction and long-term fulfillment. 

Conclusion 

This study highlights the multi-dimensional nature of employee engagement and the importance of tailoring strategies to gender and geographic differences. It reinforces that worker activation—through purpose, belonging, and empowerment—should be central to any engagement framework. By adopting inclusive, data-informed approaches, organizations can foster greater commitment, satisfaction, and performance across diverse workforces. 

 

Full Article 

Westover, J. H., & Andrade, M. S. (2024). Exploring geographic influences on the engagement divide between male and female employees. Journal of Management Policy and Practice, 25(3), 64–85. https://doi.org/10.33423/jmpp.v25i3