Review Of Literature On Employee Engagement

Review Of Literature On Employee Engagement-6
Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Kahn, W. Psychological conditions of personal engagement and disengagement at work.

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This paper attempts to review and summarize previous research results on employee engagement. Current directions in psychological science, 20(4), 265-269.

Two kinds of definitions of employee engagement are identified: employee engagement as a multi-faceted construct (cognition, emotions and behaviors) and as a unitary construct (a positive state of mind, a dedicated willingness, the opposite of burnout). The link between perceived human resource management practices, engagement and employee behavior: A moderated mediation model. Bakker, A.

Employee engagement is found to have a positive relationship with individual performance (organizational commitment, positive behavior, etc.) and organizational performance (customer satisfaction, financial return, etc.) The research findings show that there are three shortcomings in previous studies: lack of research on demographic variables, personality differences and cross-cultural differences in employee engagement, lack of research on the mediating or moderating role of employee engagement, and lack of intervention mechanism for employee engagement. Bakker, A.

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The purpose of this study is to investigate how employee engagement has been discussed in four representative HRD journals: ) framework, resulting in the selection of 24 articles for further review: 10 empirical articles and 14 conceptual articles.

These articles are then classified, summarized, and synthesized by year of publication, research type and aim, and analysis of findings.

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Numerous studies on employee engagement in the HRD (human resource development) field have contributed to the promotion of employee engagement in organizations, yet issues and challenges remain.


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