Background to the choice of subject (Reasons)

Employee engagement is a valuable concept academically and professionally that has gained importance in recent years. It has got significance in different disciplines including management sciences, psychology, HRM and behavioural studies (Shuck et al., 2014). Existing literature shows that employee engagement is vital for successful performance of employees and it is directly related to their satisfaction, commitment, contribution and performance. Yet many studies result consistently reports low levels of employee engagement (Saks and Gruman, 2014, Shuck et al., 2014, Sorenson, 2013, Stairs and Galpin, 2010, Wollard and Shuck, 2011). Academically this concept is far more explained but its practical results and implications are not enough. HIWPs is an important human resource aspect which needs to be explored in relation to employee engagement. By investigating its impact on employee engagement this work will provide greater insights academically and empirically as well (Boxall and Macky, 2014, Mohr and Zoghi, 2008, O'Neill et al., 2011, Oppenauer and Van De Voorde, 2016).

Research Objectives (Building Blocks)

The main objective of this study is to investigate the impact of HIWP on employee engagement. Specific objectives are defined are as follow;

1. To measure the current level of employee engagement in the organisation.
2. To assess the impact of power on employee engagement.
3. To determine how information affects engagement of employee.
4. To explain the impact of reward on employee engagement.
5. To evaluate the impact of knowledge on employee engagement.
6. To explain, measure and evaluate among four, which HIWP has strongest impact on employee engagement.

Results from primary review of the literature:

1. Who are the key authors in this field/subject area?

William Kahn was the first authored to conceptualise the concept of employee engagement (Wollard and Shuck, 2011). High involvement work practices comprise of four