Antecedents and Consequences of Employee Engagement: A Literature review

Abstract: An organization always focuses on getting success day by day. And employees are the major resources of it. Manpower is now no longer taken as resources , but the capital or asset to the company . Therefore it is only possible to gain success if it is having its employees engaged to the company. This study focuses on various aspects of employee engagement. A descriptive study is carried on to find out the key drivers to engagement and also some outcomes of the concept were found out and accordingly a model is proposed. Results demonstrate that Reward System , Job enrichment , Effective leadership ,Scope of advancement & self-development, Employment security, Self-managed team & decision making authority are the primary factors that brings commitment towards the organization. The consequences can be briefed as increased productivity , profitability and improved employee turnover. The company where employee are engaged and satisfied, gains a good perception and attention in the market.

Keywords: benefits, engagement, job satisfaction, productivity

I. INTRODUCTION

In this competitive edge, employee engagement is the most emerging issue that is dragging its attention towards succession of an organization. It has been realized that organization with highly engaged employees picks the key to earn more revenue as compared to the ones with disengaged employees (Gerard H. Seijts and Dan Crim , 2006). Gone those days when retention of talent was an important key source to achieve success, the era now demands fully
engaging the talent and capturing their minds at every step of work lives. Further it may be said that Employee engagement not only results into higher productivity, talent retention and increased loyalty but also it can bring customer satisfaction and company reputation (Nancy R. Lockwood, 2007). A book by Buckingham & Coffman named „ First Break All The Rules‟ in 1999 brought focus on employee engagement for the first time in corporate world(Sundaram Priyadarshinie & Radhika Bhutani , 2013). As Jack and Suzy Welch suggest: “Employee engagement first goes without saying that no company, small or large, can win over the long run without energized employees who believe in the mission and understand how to achieve it” ( J.Welch& S.Welch (2006)).

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