Employee Engagement

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Employee engagement is the emotional commitment an employee shows for the organization and its goals (Kruse 2012). It can also be defined as the act of an employee being involved in, enthusiastic about and satisfied with his or her work (Seijts et al.., 2006). An engaged employee is one who actually cares and is passionate about his job and company goals. He or she does not work just to get a paycheck rather they work to ensure the organization’s goals are met.

An engaged employee brings new ideas on how to run the job, is
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Studies on job satisfaction have shown that unsatisfied employees tend to look for alternative jobs and if opportunities are unavailable at that time, they emotionally or mentally “withdraw” from the organization. Unsatisfied employee will give poor quality services and this leads to unsatisfied customers.

Organizational commitment

Employees who are engaged have a sense of commitment in their jobs and aim to abide to the organization’s goals. Robert J. Vance (2004) defines commitment as, “the willingness by employees to persist in a course of action and reluctance to change plans, often owing to a sense of obligation to stay on the course”. Commitments require investments either of time and/or emotional or mental energy hence the need by people to expect reciprocation. In exchange for workers commitment, organizations often provide forms of value like secure jobs and fair compensation.

Organizational commitment can be categorized into three distinct themes; affective, continuance and normative. Affective commitment is seen as an employee’s personal attachment to, identification with and involvement in the organization which often results to a strong belief in the employing organization’s goals and values. This in turn makes the employee exert extra effort on behalf of the organization.

Continuance commitment is when an employee has the tendency to engage in consistent lines of activities based on the perceived results associated with discontinuing the
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