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The aim of this paper is to study the relationship between employee engagement and goal setting theory and its consequences. It is hypothesized that goal setting is a predictor of employee engagement and employee engagement leads to positive outcomes and enhance employee performance. Data was collected from a sample of 149 employees working in public (90) and private (59) sector organizations. The average age range of the respondents was 42 and 20 percent were female. Data was collected through survey method and different questionnaires were adapted. Results indicated that goal setting theory is positively affecting employee engagement and together they influenced employee performance, i.e., high level of job satisfaction and organizational citizenship behavior. Originality/ Value- The paper provides empirical support in engagement literature and relation of goal setting with engagement.
Keywords: employee engagement, goal setting,job satisfaction and organizational citizenship behavior
The importance of employee engagement (EE) has proliferated after its recognition in organizational efficacy and organizational profit. Extensive researches have been done in the area of employee engagement, goal setting theory and its positive relation with organizational outcomes. The importance of engagement has increased after its recognition in organizational efficacy and organizational profit. The direct effect of employee engagement on positive organizational performance denotes that engagement provides a suitable intervention to turn on cognitively and behaviorally absent employees. The term engagement was coined by Kahn (1990, p 694) as "as the harnessing of organization's members' selves to their work roles; in engagement people employ and express themselves physically, cognitively and emotionally during role performance.". Following Kahn many researchers have studied and provided various definitions on engagement afterwards. Schaufelt et al. (2002, p.74) defined engagement as "a positive, fulfilling, work-related state of mind that is characterized by vigor, dedication and absorption". Bakker et al. (2008, p.l89) argues that engagement is best conceptualized and characterized by "a high level of energy and a strong identification with one's work. Macey et al. (2009, p. 7) defined engagement as "an individual's sense of purpose and focused energy, evident to others in the display of personal initiative, adaptability, effort and persistence directed towards organizational goals." More recently Shuck and Wollard (2010) defined the term employee engagement as "an individual employee's cognitive, emotional, and behavioral state directed toward desired organizational...