Employee Engagement Factors and Engagement Assessment for Organizations

Abstract

          Regardless of the era of organizational management, organizations should give importance to the feelings and minds of their personnel in the organization, especially focusing on creating employee engagement, which will make employees determined and dedicated to the organization’s success. Such characteristics can be created by many factors. Therefore, organizational engagement is the employee’s feeling of attachment to the organization, consisting of 3 aspects: acceptance of the organization’s goals, willingness to work, and the desire to remain a member of the organization. Organizational engagement is divided into 3 types: 1) Employees with this type of engagement arise from personal feelings; 2) Employees with this type of engagement arise from individual calculations based on the investment that individuals make to the organization and the returns that individuals receive from the organization; and 3) Employees with this type of engagement are engagement that arises in return for what individuals receive from the organization. The components of organizational engagement include emotional engagement, retention engagement, normative engagement, behavioral engagement, and attitudinal engagement. The factors that affect organizational engagement include 6 factors: company, executives, work groups, work done, career, and customers.
          Findings Factors affecting organizational commitment consist of 4 factors as follows: Personal characteristics: gender, age, working years, education, and marital status; Scope or role of responsibility: challenging nature of work, participation in management, opportunities for advancement in many careers, independence in the work that is responsible, and clarity of the assigned scope; Experience in the work that is responsible: trust in the organization, feeling important to the organization, and guidelines for evaluating performance or merit of the organization; and Organizational structure: decentralization, participation in business ownership, and participation in decision-making.
          In summary, the factors that influence organizational commitment consist of 4 factors: 1) Personal characteristics: gender, age, working years, education level, and marital status; 2) Scope or role of responsibility: challenging nature of work, participation in management, career advancement opportunities, freedom in the work that is responsible, and clarity of the assigned scope; 3) Experience in the work that is responsible: trust in the organization, feeling important to the organization, and the evaluation of performance or merit of the organization; and 4) Organizational structure: decentralization, participation in business ownership, and participation in decision-making.