Relation between subjective happiness and employee engagement

Relation between subjective happiness and employee engagement

Various studies have revealed that when employee engagement refers to the psychological engagement of the employees resulting in positive feeling such as dedication, energy, alertness, and enthusiasm. All of these feeling associated with the concept of engagement do not only involve a favorable focus, but also are characterized by a high level of activation. The concept of engagement goes beyond that of satisfaction as satisfaction involves low level of emotion al activation (Albrecht, 2010).

Employee engagement can be referred as the intellectual and emotional commitment of an employee for the employer organization and its success. Employees who are engaged with their employer organization have a compelling purpose to work and deliver their complete efforts towards the achievement of the organizations goals and success. This emotional connection that an employee has with his employer organization is heightened due to which an employee exerts greater effort to accomplish the tasks assigned to him. However, it has been argued that in order to create employee engagement, it is important that a culture of scattered leadership is created in the organization. This requires that the leaders at all levels of the organization share power in a well mannered way in order to enable the workforce to showed creativity in their work, and deliver the best results by exerting all move their efforts (Zelles, 2012).

Employee Engagement depends upon the feelings of happiness that are experienced by an employee. These feeling arise due to numerous factors related to the job and the employer. The first antecedent of happiness is 'job characteristics'. The job characteristics refer to the nature of job whether it is challenging g for that employee pr is a routine work. The second antecedent of happiness is “perceived organizational support'. It refers to the quality of the relationship that exists between an employee and employer organization. . The third antecedent of happiness is 'perceived supervisor support'. It refers to the quality of the relationship that exists between an employee and his supervisor. The fourth antecedent of happiness is the rewards and recognition that an employee receives for this achievement. It involves appraising an employee on the good work that he has done. The fifth antecedent of happiness is 'procedural justice'. This refers to the fairness in the policies and procedures that govern the allocation of resources. It also includes fairness in decision making in case of any dispute among the employees and the management. The sixth antecedent of happiness is 'distributive justice'. it refers to the concept of appropriateness when the allocation of goods is considered in a society. All these factors contribute towards an employee's level of engagement. This level of engagement is further distributed in job engagement and organizational engagement. Job engagement refers to the level of engagement or association that an employee's has with the nature of work performed by him, whereas organizational engagement refers to the level of engagement of an employee with his employer ...