Employee Engagement (skripsi dan tesis)

Dalam sebuah buku yang ditulis oleh Shuck dan Wollard dalam Ray French (2015:132) yang berjudul “Organizational Behaviour” mendefinisikan employee engagement sebagai berikut: “Employee engagement is an individual employee’s cognitive, emotional and behavioral state directed toward desired organizational outcomes”. Pendapat lain dikemukan oleh Khan’s dalam Ling Suan Choo, Norslah Mat dan Mohammed Al-Omari (2013) bahwa “Employee engagement is the harnessing of organization members’ selves to their work roles; in engagement, people employ and express themselves physically, cognitively, and emotionally during role performances”. Sedangkan menurut Akila Narayanan (2014) dalam buku Gamification for Employee Engagement, “Employee engagement can be defined as the degree to which an employee bonded towards his organization or job”. Ada beberapa faktor yang dapat mempengaruhi Employee Engagement, Akila Narayanan (2014) dalam buku Gamification for Employee Engagement, menjelaskan faktorfaktor yang mempengaruhi Employee Engagement sebagai berikut: 1). Satisfaction. A satisfied employee need not be an engaged employee, but an engaged employee almost always satisfied employee. At the outset, job satisfaction indicate degree to which an employee is content with their job, whereas engagement bespeaks the degree to which an employee goes beyond the call of duty. 75-80% employee can be satisfied if they are assured of ; job security, financial stability, compensation, benefits, flexibility at the workplace. While satisfaction can’t directly contribute to engagement, it certainly disturb the engagement level if not taken care of; 2). Motivation. A satisfied employee need not be motivated employee and motivated employee not be an engaged employee, whereas an engaged employee is almost always a satisfiedcum-motivated employee. Motivation refers to psychological drive that reinforced one’s action toward accomplishing task or goals. It clearly indicates why an employee behaves in a certain fashion. There are two categories of motivation: a). Extrinsic Motivation; b). Intrinsic Motivation; 3). Advancement. Refers to the growth in one’s career in term of designation or position, usually in relation to their good performance. This can also involve advancement in term of gaining knowledge, skills, and maturity to move to the next level or undertake challenging assignments