Employee engagement is different from job satisfaction, motivation, organizational commitment, and organizational citizenship behaviour. Obviously, there are some similarities between these terms and employee engagement.
Job satisfaction is a feeling of fulfillment of their role and responsibilities in the organization and their job.
A successful employee engagement supports maintaining good relationships among the workers at the workplace. To get the firm’s identity and turn to be more dependent on technology in a virtual company, employee engagement is essential. Engagement is really connected with job involvement. Psychological identification of employees has also mentioned Job involvement. This depends on the employee’s potential and also the commitment of the employee.
Factor Influencing Employee Engagement:
- Human Resource Policies: HR Policies are made for hiring practices, safety measures for the employees, rewards, and compensation to the employees. These are the guidelines to the company where followed in recruitment, selection, promotion, training, etc.,
- Training and Development: Training and Development have been given by the organization to the employees for the purpose of enhancing and improving the employee’s skills and performance. It is the educational process to change the attitude and gain knowledge from the employees. It is sharpening the talent of the employees.
- Organizational Culture: Organizational culture is a system of shared assumptions, values, and beliefs, which employs how people behave in organizations. It indicates the dress code, acts and performs their jobs in the organization. Organizational culture delivers strategies and restrictions about the firm to its members.
- Organizational Commitment: Organisational commitment is the “bond between the employees experience with their organisation”. Obviously, committed employees generally feel a connection with their organisation, feel that they fit in, and feel they understand the goals of the organisation.
- Reward and Recognition: Rewards fill the gap between management and employees. The employees reach specific goals or produce high-quality results in the workplace when they are rewarded. To get positive energy and develop employee performance recognition is the main factor.
To retain key employees and reduce turnover reward system is the main factor. It boosts up the employee and reinforces the image of an organization in a positive manner. - Welfare Measures: According to Todd “Employee welfare means anything prepared for the comfort and improvement, intellectual or social, of the employees over and above the wages paid which is not a necessity of the industry”. It consists of overall welfare and facilities, benefits, and services provided by the employer to the comfort of labor.
- Job Assurance: According to Matthai, assurance is the issue of an organization’s assistance with its corresponding words and actions, when the employees are faced with uncertainty and a risky situation (Ertiirk, 2008). According to Mishra and Morrissey, organizational assurance can be developed based on four dimensions. First is open communications within the organization, second is an active role of the employees in the decision-making process, third is sharing data and information, and fourth is an accurate statement of feelings and expectations (Gilbert and Tang, 1998). The assurance in the manager which comes out of the assurance in the individual is the belief that the manager will not give out their promises, be consistent and fair, and give open and correct answers. (Reinke, Baldwin,2001).
- Job Satisfaction: Job satisfaction is usually the result of the perception of the individual over his/her needs, the job itself, and what they get from the workplace environment (Francies and Milbourn, 1980). It means employees perception of the job and welfare measures which is received from the organisation. This is the important factor to determine the relationship between employee performance and job satisfaction. There is a positive relationship between employee engagement and job satisfaction (Organ, D.W.,1988, Rusbelt, F. & Rogers, M. 1988, Saari, L. & Judge, T. 2004).
For Citing this article use:
- K.RAMYA. (2019). A Study On Employee Engagement And Job Satisfaction Of Information Technology Sector With Special Reference To Chennai City.
