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Satisfaction with HR Practices and Employee Engagement: A Social Exchange Perspective

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  • Geetha Jose

Abstract

The phenomenon of employee engagement is a major concern in the management circles across the globe. The concept is gaining increasing significance among managers and academic circles in India. In spite of its apparent importance, little research has been hitherto undertaken for identifying the antecedents of employee engagement. On the basis of existing literature, this conceptual paper attempts to define an ‘engaged employee’ as the one who is optimistic, highly focused on his work, enthusiastic and willing to go an extra mile to contribute to sustainable organizational success on a long term basis. The article proposes a relationship between employees’ satisfaction with human resource practices and their level of engagement in the organization. This relationship is explained based on social exchange theory. The article also discusses the importance of employee engagement and its declining levels across the globe. Finally, the present study also notices a dearth of research literature in this domain of human resource management, in Indian context and beyond, and hence it exhorts researchers to carry out relevant studies in this field.

Suggested Citation

  • Geetha Jose, 2012. "Satisfaction with HR Practices and Employee Engagement: A Social Exchange Perspective," Journal of Economics and Behavioral Studies, AMH International, vol. 4(7), pages 423-430.
  • Handle: RePEc:rnd:arjebs:v:4:y:2012:i:7:p:423-430
    DOI: 10.22610/jebs.v4i7.343
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    References listed on IDEAS

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    1. Wilmar Schaufeli & Marisa Salanova & Vicente González-romá & Arnold Bakker, 2002. "The Measurement of Engagement and Burnout: A Two Sample Confirmatory Factor Analytic Approach," Journal of Happiness Studies, Springer, vol. 3(1), pages 71-92, March.
    2. Kanaka Maha Lakshmi G., 2012. "Employee Engagement- A Corporate Boon 10 Ways for Effective Engagement," Advances In Management, Advances in Management, vol. 5(2), February.
    3. Macey, William H. & Schneider, Benjamin, 2008. "The Meaning of Employee Engagement," Industrial and Organizational Psychology, Cambridge University Press, vol. 1(1), pages 3-30, March.
    4. Bård Kuvaas, 2008. "An Exploration of How the Employee–Organization Relationship Affects the Linkage Between Perception of Developmental Human Resource Practices and Employee Outcomes," Journal of Management Studies, Wiley Blackwell, vol. 45(1), pages 1-25, January.
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    Cited by:

    1. Safa Riaz, 2016. "High Performance Work Systems and Organizational Performance: An Empirical Study on Manufacturing and Service Organizations in Pakistan," Public Organization Review, Springer, vol. 16(4), pages 421-442, December.
    2. Theresa Obuobisa-Darko, 2020. "Leaders’ Behaviour as a Determinant of Employee Performance in Ghana: the Mediating Role of Employee Engagement," Public Organization Review, Springer, vol. 20(3), pages 597-611, September.
    3. Rabindra Kumar Pradhan & Sangya Dash & Lalatendu Kesari Jena, 2019. "Do HR Practices Influence Job Satisfaction? Examining the Mediating Role of Employee Engagement in Indian Public Sector Undertakings," Global Business Review, International Management Institute, vol. 20(1), pages 119-132, February.
    4. Change Doris Otieno & Teresia Linge & Damary Sikalieh, 2019. "Influence of idealized influence on employee engagement in parastatals in the energy sector in Kenya," International Journal of Research in Business and Social Science (2147-4478), Center for the Strategic Studies in Business and Finance, vol. 8(5), pages 123-135, September.

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