EMPLOYEE ENGAGEMENT VS EMPLOYEE SATISFACTION

 

Towers Perrin (2003) define as engagement identified both state of mind and nationality as core components. They found that emotional factors are linked to employee satisfaction and the sense of inspiration and affirmation they get from their work and from being part of their company.

The employee satisfaction level in the organization is satisfactory. The following points are introduced to the management to improve employee commitment leading to employee engagement. (Journal of Economic Development, Management, IT, Finance and Marketing 2012)

These include,

· Communications programs

· Reward schemes / Appreciations

· Activities to build the culture of the organization

· Team building events

Work satisfaction and employee retention are closely linked to work performance (Harter, Schmidt & Hayes, 2002; Bernotavic, 1997). In high level of employees’ job satisfaction, employees can contribute a higher form of commitment and loyalty, which is usually known as employee engagement (Ericson, 2005).

Furthermore, engagement is often describing as a state of mind (Schaufeli et al, 2002) that is relatively fixed but may present some changing over time. According to (Albrecht, 2010), engagement is linked also with empowered employee well-being, higher results, and increased creativity, because of its beneficial contribution to the accomplishment of the organizational goals. Today employee surveys the major focus was on employee satisfaction. As mentioned earlier, many HR professionals claim that if a company succeeds in achieving high levels of job satisfaction within its personnel, this automatically will bring high levels of engagement. Nevertheless, these are two different configurations. Often related but characteristics. Therefore, it is better to know their different business outcomes. Therefore work satisfaction is defined as a delightful and positive emotional state, as a result from assessing a person’s work and job experience (Locke & Henne 1986).


Factors of job satisfaction

 The factors relating to job satisfaction are: pay, work, environment, coworkers (Robbins, 1998). Likewise, having sufficient work tools, capital’s, and teaching opportunities and a reasonable work quantity all considerably affect a worker’s job satisfaction (Ellickson & Logsdon, 2001). Other scholars determine job satisfaction on the source of ready to the work, relationships with other employees, supervision, company strategy , salary, promotion and progress (Shah& Jalees, 2004). Luthans (2005) recommends work, pay, promotion, supervision and coworkers as the major determinants of job satisfaction.

 

 

References

Albrecht, S. L. (2010). Employee engagement: perspectives, research, issues, and practice.

Ellickson, M.C. & Logsdon, K. (2001). Determinants of job satisfaction of Municipal Government employees. State and Local government Review.

Erickson, T. J. (2005). Testimony Submitted before the U.S Senate Committee on Health, Labor, Education, and other benefits.

Harter, J. K., Schmidt, F. L., and Hayes, T. L. (2002) Business-unit-level Relationship Between Employee Satisfaction, Employee Engagement.

Journal of Economic Development, Management, IT, Finance and Marketing (2012).

Locke & Henne,(1986.) Job satisfaction from characteristics of personal work goals.

Luthans, F. (2005). Organizational behavior and  Job satisfaction.

Robbins, S. (1998). Organizational Behavior: Contexts, Controversies, Applications.

Schaufeli,(2002). The  measurement of engagement and burnout: A two sample confirmatory factor analytic approach.

Towers Perrin (2003). Talent Report: New Realities in Today's Workforce.


Comments

  1. Sanmuganathan JanakanDecember 13, 2021 at 4:20 AM

    Agree with you Upeksha. According to Amabile et al (1996) and Glynn (1996), Employees with higher levels of skill looked to be more engaged, satisfied with their jobs, and dedicated to the business than those with lower levels of skill. Non - engaged employees, on the other hand, will leave the company if their skills are undervalued.

    ReplyDelete
    Replies
    1. Upeksha PathiranaDecember 23, 2021 at 9:03 AM

      Thank you for the comment Janakan. Bad commutes are a major source of unhappiness. People feel frustrated, powerless, and stressed (Shetrone,2020).

      Delete
  2. Ganith KandanarachchiDecember 21, 2021 at 4:36 PM

    Hi upeksha, adding further, high level of employee engagement is desirable because it brings several positive effects also the main areas in which the benefit of a high degree of engagement can be observed are higher work performance, higher job satisfaction, lower potential turnover (Alice R. and Marek P. 2021)

    ReplyDelete
    Replies
    1. Upeksha PathiranaDecember 23, 2021 at 9:14 AM

      Thank you for the comment Ganith. Individuals who have the opportunity to shape their own roles and work according their strength also demonstrate greater job satisfaction (Becki Hall,2016).

      Delete
  3. ThilokaDecember 22, 2021 at 8:52 AM

    Hi Upeksha, Adding more to your points, Employees who are indifferent expectations will seek short-term careers and move on from jobs that are not satisfying (Bates, 2004). Motivated and productive employees are crucial for organizational success. To strengthen employees' engagement, the organization should offer a bonus scheme to employees.

    ReplyDelete
    Replies
    1. Upeksha PathiranaDecember 23, 2021 at 9:25 AM

      Thank you for the comment Thiloka. Employee satisfaction is a factor of motivation, retention and goal achievement (Maruti Ayyagari,2020).

      Delete
  4. Ravi Dissanayake, PhDDecember 24, 2021 at 8:32 AM

    For employees to engage positively, basic needs must be satisfied: autonomy, competence, and confidence in action (Deci & Ryan 2004). Evidence shows that job satisfaction is a precursor to employee engagement, not the other way around (Shuck et al. 2021). (Breaugh 2020) conducted a large scale study in 30 countries, using the 2015 wave of the European Working Conditions Survey engagement and concluded that basic need satisfaction and engagement were positively related while stress and engagement are negatively related irrespective of the sector– but less for those with strong interpersonal relationships at work.

    Breaugh, J 2020, 'Too Stressed To Be Engaged? The Role of Basic Needs Satisfaction in Understanding Work Stress and Public Sector Engagement', Public Personnel Management, vol. 50, no. 1, pp. 84-108.

    Deci, EL & Ryan, RM 2004, Handbook of self-determination research, University Rochester Press.

    Shuck, B, Kim, W & Chai, DS 2021, 'The Chicken and Egg Conundrum: Job Satisfaction or Employee Engagement and Implications for Human Resources', New Horizons in Adult Education and Human Resource Development, vol. 33, no. 1, pp. 4-24.

    ReplyDelete
    Replies
    1. Upeksha PathiranaDecember 24, 2021 at 3:26 PM

      Thank you for the comment Ravi. Employee engagement makes it meaning as the degree to which employee think, feel and act in line with company goals which includes the extend to which employees go to the extra mile in their work in the form of discretionary effort, creatively and energy (Kim Soon,2015).

      Delete
  5. Surangi PereraDecember 25, 2021 at 8:17 PM

    Great article, Further to your points, employee engagement can be achieved through the creation of an organizational environment where positive emotions such as involvement and pride are encouraged, resulting in improved organizational performance, lower employee turnover and better health (Kim-Soon, 2015)

    ReplyDelete
    Replies
    1. Upeksha PathiranaDecember 25, 2021 at 9:05 PM

      Thank you for the comment Surangi. Employee satisfaction is measured in several different ways including numerics such as employee retention, customer satisfaction, and the ability to attract superior employees (Susan,2020).

      Delete

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