Employee Engagement

EMPLOYEE ENGAGEMENT

Employee engagement can be understood as the degree to which people are invested in the success of a business. Having engaged employees means higher levels of productivity, improved retention rates and ultimately a boost in our bottom line. The real description of employee engagement is ambiguous between both academic researchers and among practitioners who use it in conversations with clients. We show that the term is used at different times to refer to psychological states, traits, and behaviors as well as employees' antecedents and outcomes (Macey,2008).

Employee engagement is a vast construct that touches almost all parts of human resource management facets we know hitherto. If every part of human resources is not addressed in an appropriate manner, employees fail to fully engage themselves in the employers’ job in the response to such kind of mismanagement. The construct employee engagement is built on the foundation of earlier concepts like job satisfaction, employee commitment, and Organizational citizenship behavior. Though it is related to and encompasses these concepts, employee engagement is broader in scope (Sridevi,2010).

According to Saks, (2006) employee engagement has become an important topic in recent years. However, employee engagement has rarely been studied in the academic literature and relatively little is known about its antecedents and consequences. This is the first study to make a distinction between job and organization engagement and to measure a variety of antecedents and consequences of job and organization engagement. As a result, this study addresses concerns about the lack of academic research on employee engagement and speculation that it might just be the latest management fad (Saks,2006).

List of reference

Alan M. Saks, (2006) "Antecedents and consequences of employee engagement", Journal of Managerial Psychology, Vol. 21 Issue: 7, pp.600-619,

Available at https://www.emeraldinsight.com/doi/abs/10.1108/02683940610690169

Macey, W., & Schneider, B. (2008). The Meaning of Employee Engagement. Industrial and Organizational Psychology, 1(1), 3-30. doi:10.1111/j.1754-9434.2007.0002.x

Available at https://www.cambridge.org/core/journals/industrial-and-organizational-psychology/article/meaning-of-employee-engagement/0517A938DBEDA2E0BE2FBE27A9DDC4DB

Solomon Markos Kompaso and M. Sandhya Sridevi,(2010)” Employee Engagement: The Key to Improving Performance”, journal of International Journal of Business and Management,Vol.5, Issue:12

Available at https://doi.org/10.5539%2Fijbm.v5n12p89