Document Type

Article

Date of Original Version

2017

Abstract

When employees are engaged and committed to their jobs, they perform better, are more productive, and are more willing to go above and beyond their assigned roles. They are loyal to their companies and less likely to leave for other jobs. Employee engagement can also be contagious, as it helps create a positive work environment for others.

Companies that are not actively working to foster employee engagement and organizational commitment are missing out on many important benefits that affect their bottom line, including attracting and retaining talented employees. Disengaged employees are estimated to cost American organizations up to $550 billion a year. By implementing workforce development activities that promote engagement and commitment, businesses can improve worker productivity, retention, and satisfaction, leading to higher quality work and lower costs.

This article examines employee engagement and commitment and the factors behind it, such as self-efficacy, intrinsic motivation, and perceived competence mobilization. By better understanding these issues, employers can mobilize the two-thirds of American workers who do not report feeling engaged at their jobs.

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