Study 1
Year Author Topic Country Conclusion
2006 Dan Crim, Canada Practitioners and academics
Gerard What Engages have argued that competitive
Seijts Employees the advantage can be gained by
Most OR, the creating an engaged workforce.
Ten Cs of
Employee Leaders should actively try to
Engagement identify the level of engagement
in their organization, find the
reasons behind the lack of full
engagement, strive to eliminate
those reasons, and implement
behavioural strategies that will
facilitate full engagement. These
efforts should be ongoing.
Employee engagement is hard to
achieve and if not sustained by
leaders it can wither with relative
ease.
Study 2
Year Author Topic Country Conclusion
2013 Dharmendr Employee India Employees engagement is a
a Mehta, Engagement: A long term process and linked to
Naveen K. Literature core tenants of the business like
Mehta Review as, values, culture and
managerial philosophy.
Employees require to be
adopting in a working
environment which will lead them
to display behaviour that
organizations are looking for. An
organization has to promote the
factors which have a positive
effect of engagement through
every business activity that they
do.
A close study of review of
literature reveals that
organizations need to
communicate the importance of
individual contribution to
successful business outcomes.
Employers need to understand
their employees expectations
and future plans. This has
important implications for job
designers to ensure that the
meaning and purpose of the role
are clearly defined
Study 3
Year Author Topic Country Conclusion
2015 Simon L. Employee Australia, Engagement provides a
Albrecht, engagement, Netherlands conceptually well-
Arnold B. human , Canada,
developed and well-
Bakker, resource USA
researched strategy by
Jamie A. management which competitive
Gruman, practices and advantage can be
William competitive achieved, developed and
H. Macey, advantage maintained.
Alan M. It is emphasized that
Saks engagement needs to be
integrated as a focus
across all facets of the
employer-employee
relationship and across
the employee lifecycle.
It is argued that
engagement needs to be
strategically embedded
and supported across
selection, socialization,
performance
management and training
and development
practices, processes and
systems.
Study 4
Year Author Topic Country Conclusion
2013 Brooke Employee USA No matter what scaffolding,
Moran, Paul Engagement: change concepts, or strategies
Tame Advancing are employed as a means of
Organizational engaging employees, a reflective
Sustainability process is a critical tool for
becoming ever more effective,
whether thats the experiential
learning cycle (Kolb, 1984);
Planning, Acting, Reflecting, and
Refining (PARR) (Moran & Tame,
2012); or some other model.
During the process of engaging
employees and advancing
sustainability as well as after
initial goals are achieved it is
important to remember that
people like to feel appreciated.
Sustainability Task Force (STF)
should take time to thank people
or provide rewards (great or
small) for their work,
acknowledging particular acts.
Engaged and happy employees
are central to an organizations
integrated approach to
sustainability and ultimate
viability.
Study 5
Year Author Topic Country Conclusion
2015 Josh Bersin Becoming USA The employee-work contract has
irresistible: A changed, compelling business
new model for leaders to build organizations
employee that engage employees as
engagement sensitive, passionate, creative
contributors.
Two years of research and
discussions with hundreds of
clients suggest five major
elements (work meaningful,
fostering greater management
effort, establishing a flexible and
humane workplace, creating
growth opportunities and
establishing vision, purpose and
transparency in leadership) and
underlying strategies that work
together to make organizations
irresistible.
Study 6
Year Author Topic Country Conclusion
2013 MS. Employee India Employee Engagement is
J.Josephin Engagement a positive attitude held by
e Virginia - An the employees towards
Sharmila Approach To the organization and its
Organisation values.
al Excellence It has been observed that
organisations with higher
levels of employee
engagement outperform
their competitors in terms
of profitability.
Engaged employees can
help the organization
achieve its mission,
execute its strategy and
generate important
business results.
Therefore employee
engagement should be a
continuous process of
learning, improvement,
measurement and action.
Organisations need to
understand how different
employees are affected by
different factors of
engagement and focus on
those, in order to achieve
the strategic outcomes as
well as to improve overall
effectiveness.
Study 7
Year Author Topic Country Conclusion
2015 V. Kumar, Measuring the USA For companies to get the most
Anita Benefits of out of employee engagement, it
Pansari Employee is imperative that they develop a
Engagement thorough understanding of their
current employee engagement
strategies and the effects those
strategies are having on
employees.
To assess an organizations
current status, a measurement
system that includes a scale for
examining the various
components of employee
engagement and a
comprehensive scorecard that
pulls everything together should
be used.
Since the employee engagement
scorecard is made up of the
individual scores for the
employee engagement
components, managers have the
ability to identify the areas of
employee development that
require their immediate attention.
By analysing and using this
scorecard, organizations can
allocate their resources to the
specific things employees need.
Study 8
Year Author Topic Country Conclusion
2013 Daniel P. Managing USA With change all around us,
Rubin, Employee organizations that recognize the
Ken Oehler, Engagement significant positive impact
Christopher During Times of engagement can have, and the
Adair Change ways to measure and manage it,
will come out ahead.
We know different types of
organizational change have
significant impacts on
engagement.
The approach for driving
engagement will look different
depending on the organization
and/or situation.
But taking the first step in a
change strategymeasuring
engagement and what drives it
for your organizationis an
important element in enabling
your organization to effectively
manage the opportunities and
risks associated with most types
of change and transformation.
Study 9
Year Author Topic Country Conclusion
2013 Liat Eldor, Strategies for Israel Employee engagement
Eran Enhancing represents an affective,
Vigoda- Employees motivational, work-related state
Gadot Engagement in of mind characterized by feelings
Government of persistence, vigour, fulfilment,
Agencies enthusiasm, absorption and
dedication.
More than ever before, public
service managers would agree
that employees have a critical
impact on an organizations
effectiveness.
At a time when public service
organizations are expected to
provide effective and high-quality
service in an economy of
constant budget cutting, they
must be lean and learn to
achieve more with less. Thus,
they need engaged employees
who are proactive and take
responsibility.
Engagement has the potential for
redefining the optimal employee-
public organization relationship.
We believe that a positive,
holistic, and fulfilling state of
mind that expresses itself
through employee engagement
represents a mutually beneficial
employee-public organization
relationship that sees the
employee as a critical
component.
Study 10
Year Author Topic Country Conclusion
2015 Dr. Workplace Saudi Organization Engagement (OE) and Job
Hammad Productivity Arabia Engagement (JE) are two different things
Alshammari through under the engagement in an
Employee organization.
Workforce Some of the study shows that Employee
Engagement: A engagement is different terminology as
Review Study compared Job Engagement that is
related to the Job satisfaction, job
commitment, job empowerment and job
workflow.
The finding of various studies show that
employee engagement is positively
related to
Employee communication,
Employee development,
Supervisors support, Team &
Co-worker Relationship,
Rewards & recognition,
Working conditions,
Work-role fit,
Career advancement,
Job Satisfaction and Job
performance and also positively
related to other variables that
are:
job performance,
organization citizenship
behaviour (OCB),
tools &resource provisions,
incentives/improved salaries,
weekly meetings,
employee core self-evaluations,
employee psychological climate,
organizational commitment,
leadership/leader member
exchange theory,
perceived organizational
support(POS)/managers
support,
employee communication,
extended employee care,
CSR practices,
training programs,
compensation program,
organizational policies,
job enrichment,
organizational support,
culture of engagement,
job characteristics and turnover
intention (inversely).
Study 11
Year Author Topic Country Conclusion
2016 Paluku Employee Thailand The findings from this study
Kazimoto Engagement and reveal that employee
Organizational commitment for activities and
Performance of image of the company in the
Retails industry sector, provision of fair
Enterprises rewards for work, job satisfaction
and availability of tools and
resources in the organizations
have strong and significant
relationship.
There is a very significant
positive relationship between
work life balance and provision
of fair rewards for work, between
relationship and image of the
company in the community.
The results show that there is
very significant negative
relationship of job description
and recognition of
ideas/suggestions, importance to
the individuals needs and the
image of the company in the
community.
Also results show that job
description has significant
relationship with peers or
colleagues and refer to a friend
or colleague. Finally results
indicate that there is negative
significant relationship between
work stress and refer to a friend
or colleague.
This study shows that despite
the correlation between
employee engagement and job
satisfaction; employee
engagement and job assignment
that are the most important key
factors for organization
performance are not correlated.
The results reveal that job
assignment is critical for
engaging employees to ensure
organizations longevity and
profitability.
Study 12
Year Author Topic Country Conclusion
Kerstin Creating An UK Drivers of engagement
2010 Alfes, Engaged meaningfulness of work
Catherine Workforce voice, being able to feed your views
Truss, Findings From upwards
Emma C. The Kingston senior management communication and
Soane, Employee vision
Chris Rees, Engagement supportive work environment
Mark Consortium personjob fit
Gatenby Project line management style
Taken together, these factors create a
virtuous cycle of engagement processes
that employers can reinterpret in ways
that fit with their own organisational
context and circumstances.
However, it is positive to note
that the proportion of engaged
employees overall is somewhat
higher than has been found in
previous surveys
Study 13
Year Author Topic Country Conclusion
2010 Solomon Employee India . Two-way communication
Markos, Engagement: between management and
M. Sandhya The Key to employees, managements
Sridevi Improving interest in employees well-being
Performance and giving more opportunities for
employees to grow are the top
drivers of employee
engagement.
Nevertheless, as studies
indicate, employees do not give
much importance to pay and
benefits. This might be the case
because almost all the surveys
were made in companies
working in economically-well-to-
do countries.
The priorities of drivers might
have varied if similar surveys
were undergone in other third
world countries, like African
countries. Therefore, there is a
need for more global surveys
including more number of
countries.
Managers should enhance two-
way communication, ensure that
employees have all the
resources they need to do their
job, give appropriate training to
increase their knowledge and
skill, establish reward
mechanisms in which good job is
rewarded through various
financial and non-financial
incentives, build a distinctive
corporate culture that
encourages hard work and
keeps success stories alive,
develop a strong performance
management system which
holds managers and
employeesaccountable for the
behaviour they bring to the
workplace, place focus on top-
performing employees to reduce
their turnover and maintain or
increase business performance.
Study 14
Year Author Topic Country Conclusion
2006 Robert J. Employee USA Engaged employees can help
Vance Engagement and your organization achieve its
Commitment mission, execute its strategy and
generate important business
results. This report has
highlighted ways in which
different HR practices, including
job design, recruitment,
selection, training, compensation
and performance management
can enhance employee
engagement. But these
examples also show that
employee engagement is more
complex than it may appear on
the surface.
The decision to invest in
strengthening engagement or
commitment (or both) depends
on an organizations strategy and
the makeup of its workforce.
For these reasons, it is vital to
consider your own organizations
view of engagement, as well as
its strategy and workforce
composition when deciding
which HR practices will receive
scarce investment dollars.
Study 15
Year Author Topic Country Conclusion
2015 Richard S. Employee USA Engagement has to be a
Wellins, Engagement: leadership-driven initiative from
Paul The Key To the most senior level all the way
Bernthal, Realizing to the front line.
Mark Competitive No one affects an employees
Phelps Advantage engagement as much as his or
her immediate leader.
Engaged leaders coach
proactively for success, inspire
loyalty and trust, and build an
environment in which employees
are motivated and engaged.
To foster an environment of
engagement, organizations need
strong systems and strategies
that promote and support
engagement.
Hiring and selection systems that
measure motivation and the
propensity for engagement,
leadership training in certain
skills (coaching, influencing
others, managing change),
performance management and
accountability systems that
provide direction, support, and
objective assessmentsall work
together to provide a foundation
and environment in which
engagement can flourish.
