Let’s dive deeper into the definition of Engagement. 

Engagement can further be defined based on four different aspects:

• • The relationship with role performance
  •  The positive nature of engagement
  •  The relationship with job resources
  • The relationship with the job as well as the organization

The need-satisfying approach

Personal engagement, defined as the harnessing of organization’s members to each of their roles. This approach explains that people will employ and express themselves mentally, physically, and emotionally in the workplace.

The burnout-antithesis approach

In this approach, engagement is characterized by vigor and dedication. Vigor refers to high levels of energy and mental strength while working. Along with the willingness to put effort into the work. Dedication refers to being heavily involved in work.

The satisfaction-engagement approach

With this approach, engagement is referred to with the satisfaction and enthusiasm that employees experience with work.

The multidimensional approach

This approach explains that there are emotional and behavioral components associated with an individual’s performance or engagement.

Sources:

Shuck, Brad. “Integrative Literature Review: Four Emerging Perspectives of Employee Engagement: An Integrative Literature Review – Brad Shuck, 2011.” SAGE Journals, 1 Jan. 1970, journals.sagepub.com/doi/abs/10.1177/1534484311410840.

Lytle, Tamara. 7 Tips to Increase Employee Engagement Without Spending a Dime, SHRM: Better Workplaces Better World, Washington D.C., 16 Sept. 2016, www.shrm.org/hr-today/news/hr-magazine/1016/pages/7-tips-to-increase-employee-engagement-without-spending-a-dime.aspx.