Employee Engagement: Determinants and Its Influence on Organizational Commitment

Abstract

Employee engagement is one of the most significant functions of human resource management. An organization's success and sustainability are directly associated with employee engagement. Effective employee engagement has a positive impact on organizational commitment. Multiple factors like career growth, involvement, interpersonal relationship, clarity and work-environment are directly associated with employee engagement, leading to organisational commitment. The present study focuses on assessing the Influence of various employee engagement constructs on an organizational commitment by developing a conceptual framework. The respondents for the survey are selected through the non-probability purposive sampling method. The questions were pre-tested with 100 respondents to find any irregularities. Finally, the pre-tested questionnaire was distributed to 600 respondents. Various statistical tools like descriptive analysis, confirmatory factor analysis and structural equation modeling are used to evaluate the collected data. The Path Co-efficient of the model fit values represents career growth, involvement, interpersonal relationship, clarity, and work environment positively influence employee engagement and organizational commitment is well-fitted with the data. The Path Coefficient of the structural model further revealed that the work environment was the most important factor, followed by career growth, clarity, involvement, and interpersonal relationships.

Keywords: Employee engagement, organizational commitment, path coefficient, structural model.