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Employee Engagement

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Employee Engagement

The idea of employee engagement is relatively new to researchers and the explanation of this construct is fairly inconsistent. Definitions of engagement vary based on the study performed and the proposed factors affecting engagement differ from one article to the next. While the theories of this construct may be blurred, many companies are beginning to see the clear picture – an engaged employee is a valuable, productive asset that can help the organization achieve its goals. This paper defines employee engagement as described in three articles and compares the results of these studies to provide recommendations on how organizations can develop an engaged workforce.
Article 1 – Impact of HR Practices on Employee Engagement
Defined in the first article, employee engagement is the extent to which an employee’s intellectual & emotional commitment help an organization achieve its desired results. It is the motivation and emotional connection an employee has to his or her job. The authors of this study further comment that employee engagement is the “blistering issue of modern business environment” (Sardar, Rehman, Yousaf, Aijaz 2011).
The authors recognize that there are multiple definitions and factors of employee engagement. However, there is an overarching theme that organizations expect their employees to be dedicated to and have a positive attitude toward their work. Additionally, employees should take it upon themselves to further their own knowledge for the benefit of the organization (Sardar, Rehman, Yousaf, Aijaz 2011).
Sardar, Rehman, Yousaf, and Aijaz hypothesized that an employee’s engagement is directly related to financial compensation and that the effort and time exerted on a task increases with a rising pay scale. The article also theorizes that motivation is the key measure of employee engagement. In order to test these...

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