Job engagement is the investment of an employee’s physical, cognitive, and emotional energies into job performance. Practicing managers and scholars have become interested in facilitating job engagement, believing factors deeper than liking a job or finding it interesting drives performance. Studies attempt to measure this deeper level of commitment. One key element is the degree to which an employee believes it is meaningful to engage in work. This is partially determined by job characteristics and access to sufficient resources to work effectively.

Another factor is a match between the individual’s values and those of the organization. Leadership behaviors that inspire workers to a greater sense of mission also increase employee engagement. One of the critiques of the concept of engagement is that the construct is partially redundant with job attitudes like satisfaction or stress. Other critics note there may be a dark side to engagement.

It is possible individuals might grow so engaged in their work roles that family responsibilities become an unwelcome intrusion. Also, an overly high level of engagement can lead to a loss of perspective and ultimately burnout. Additional research may help clarify how engagement relates to these negative outcomes.