Affiliation that Exists between Employee Engagement and Job Satisfaction

From the previously constructed studies, it has been clearly inferred that employee engagement and job satisfaction are closely related. However, some researchers have come up with notions that the two are not related. Karatepe (2013) claims that the two concepts are strongly distinct from each other since some authors argue that higher exhibition of job satisfaction comes from the positive outcome of work engagement. According to Biswas and Bhatnagar (2013), engaged workers undergo conditions of pleasurable emotional states while at their workplace. Due to this, they get more satisfied with their job. On the other hand, having job satisfaction is not a clear indication that there will be higher productivity in an organization. Still, employee engagement can be used as a direct measure of job

There is more proof to demonstrate that there is a positive affiliation between the two variables: job satisfaction and the loyalty of an employee to a firm. It can be seen in various research studies, such as those conducted on loyalty (Wong & Laschinger, 2013; Tang, Siu, & Cheung, 2014; Biswas & Bhatnagar, 2013). The deduction was drawn based on various organizational practices. Some of the methods used are job titles, the organization of work in a company or institution, and the systems used for doing work. The more satisfied employees can persevere through the hard conditions in an organization. Also, such employees are likelier to recommend others to the company (Tang, Siu, & Cheung, 2014). On the other hand, exhibited low work satisfaction can result in employees receding from their work, finding other employment, or, at times, changing their present careers. It can be a result of how the company recruits and selects new employees, how it trains its workforce, and how it develops them (Airila et al., 2014). According to studies carried out by Alfes et al. (2013), Karatepe (2013), and Trussa et al