My area of study is employee engagement.  I recently reviewed an article that provided valuable insight.  The field of employee engagement has several different theories as well as models of personality types that have an effect on employee engagement.  It is also helpful in that it shows the impact of individual personality types, and they type of engagement they respond to or are most comfortable with.  For example, some employees may exhibit neuroticism. Defined as “individual who tend to be vulnerable to anxiety, self-consciousness, depression, and impulsivity and are highly reactive to daily stressors” (Young et al., 2018)  Other employees in a team may exhibit trait of agreeableness. Defined as “…altruistic, compliant, and tenderminded” (Young et al., 2018). This information is valuable because it proposes that employees will respond to distinctive styles of engagement depending on their personality type.  This means that a “one-size fits all” approach to increasing employee engagement will not be successful.  Employers and managers tailor engagement strategies to the types of employees within their group or team. This article will benefit my research in the it demonstrates an additional factor of variability in how employee engagement can be addressed by managers and organizations. Reference Young, H. R., Glerum, D. R., Wang, W., & Joseph, D. L. (2018). Who are the most engaged at work? A meta‐analysis of personality and employee engagement. Journal of Organizational Behavior, 39(10), 1330–1346. https://doi-org/10.1002/job.2303