Final answer:
The concept of employee engagement is not without theoretical foundation; on the contrary, it is based on several well-established theories in organizational psychology and management such as Kahn's model and the Job Demands-Resources model.
Step-by-step explanation:
The statement regarding the problem with the concept of employee engagement lacking theoretical foundation is False. Employee engagement is a well-researched area in organizational psychology and management with various models and frameworks providing a theoretical foundation. For instance, one of the early models of employee engagement is the Psychological Conditions of Personal Engagement and Disengagement at Work by Kahn, which posits that engagement occurs when employees feel psychologically safe, meaningfulness, and availability in their roles.
Fredrickson's Broaden-and-Build theory of positive emotions is another theoretical underpinning of engagement, indicating that positive emotions can widen an individual's thought-action repertoire, leading to building lasting personal resources and improved performance. Additionally, Schaufeli and Bakker's Job Demands-Resources model explains engagement in the context of job resources boosting motivation.
It's imperative to understand that the body of research on employee engagement continues to grow, suggesting that although there might be differing viewpoints and evolving concepts, the field is grounded in substantial theoretical work.