Employee engagement becomes a popular topic of the workplace instead of job satisfaction and

organizational commitment which is approved to affect the organizational outcome. It has been a big
challenge for managers to lead the business to success in a fierce competition nowadays. Organizations
are striving to increase their performance by increasing both efficiency and productivity. Managers would
hardly deny that employees make a critical difference in innovation, organization performance,
competitiveness, and ultimately lead to the business success. Driving employees to work proactively and
collaborate smoothly with others, take responsibility for their own career development and also to be
committed to high quality performance standards becomes one of the priority tasks for organizations.
Employee engagement which was defined as a persistent, positive affective-motivational state of
fulfillment in employees that is characterized by vigor, dedication and absorption (Maslach et al., 2001)
became a hot topic within organizations as many research results have shown that employee engagement
have a statistical relationship with productivity, profitability, employee retention, safety, and customer
satisfaction (Buckingham & Coffman, 1999; Coffman & Gonzalez-Molina, 2002).

Satisfaction at work has become a widespread focus for researchers because most people spend a high
percentage of their waking hours at work, studies of the workplace are of great interest for psychologists,
sociologists, economists, anthropologists, and physiologists. The process of managing and improving the
workplace is crucial and presents great challenges to nearly every organization.