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1. Introduction
Employee engagement is defined in general as the level of commitment and involvement an employee has towards their organisation and its values. When an employee is engaged, he is aware of his responsibility in the business goals and motivates his colleagues alongside, for the success of the organisational goals. The positive attitude of the employee with his work place and its value system is otherwise called as the positive emotional connection of an employee towards his/her work. Engaged employees go beyond the call of duty to perform their role in excellence. Engagement at work was first conceptualised by [22] Kahn (1990, p. 694) as the "harnessing of organizational members' selves to their work roles". He added that in engagement "people employ and express themselves physically, cognitively, and emotionally during role performances" . There are various factors that define an employee as an engaged employee. The concept has evolved taking into account the various behaviours exhibited by an employee that is positively productive. This paper identifies the key variables through a thorough literature survey that describes employee engagement and identifies the strength of impact of employee engagement on employee performance.
Employee performance is basically outcomes achieved and accomplishments made at work. Performance refers to keeping up plans while aiming for the results. Although performance evaluation is the heart of performance management ([6] Cardy, 2004), the performance of an individual or an organisation depends heavily on all organisational policies, practices, and design features of an organisation. This integrative perspective represents a configurational approach to strategic human resources management which argues that patterns of HR activities, as opposed to single activities, are necessary to achieve organisational objectives ([9] Delery and Doty, 1996). Employee engagement is one of the key determinants fostering high levels of employee performance, as is constantly shown in a number of studies ([29] Macey et al. , 2009; [32] Mone and London, 2010). The paper aims at studying the determinants of employee engagement and its strength of impact on the performance of employees. The instrument used to measure employee engagement, through the identified determinants, and to measure employee performance was validated and data were collected from 383 employees at lower and middle managerial levels to analyse the above relationship.
2. Literature review
2.1...