- Healthier typical emotions
- Better general well-being
- Better productivity
- Decrease in absenteeism
- Deeper sense of meaningfulness

Benefits of High Employee Engagement

Research came out of a change in workplace dynamics during the 1980's where the idea of worker loyalty and job security was beginning to change, and subsequently the idea of employee engagement.

- Often associated with employee performance 
- Positive, fulfilling state of mind characterized by dedication
- Measure of absorption and vigor toward work
- Employees emotional and behavioral state directed toward the organization


Literature Review

- Complete care and dedication to the task at hand
- Profound enthusiasm
- Extreme accountability for actions
- Focus on the end result

Examples of Behaviors Associated with High Employee Engagement

Both Psychological and Social Capital play a significant role in enhancing management practices and making the workplace more engaging and enjoyable for employees, and so there are many opportunities and an imperative for organizations to focus on how these concepts can further employee engagement. 

Discussion and Results

The emotional and intellectual commitment that an employee feels towards
their respective organization or employer

Alma College

Concepts used in the study and how they were defined:
- Employee Engagement
- Psychological Capital
- Workplace Social Capital

Constructs Utilized in the Study (AlKahtani et al., 2021)

AlKahtani, N., Sulphey, M., Delany, K., & Adow, A. (2021). Do psychological and sociological capitals predict employee engagement. Management Science Letters, 11(3), 823-832.

Psychological and Sociological Capital and Employee Engagement

Employee Engagement (EE)

One's positive appraisal of the circumstances and probability of their success. This is often based on factors like motivation, effort, and perseverance.

Psychological Capital (PsyCap)

Workplace social capital found to have an inverse relationship to depression and suggests a better facilitation of communication, cohesion and teamwork

- System of trust, norms, and networks
- Coordinated actions that improve collective goals and efficiency 
- Embedded resources within social structure that can be mobilized by actors within those networks


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