Employee Engagement and Workplace Identity: A Meta-Synthesis
DOI:
https://doi.org/10.56861/universal.v1i1.41Keywords:
Employee Engagement, Human Resource Management, Meta-SynthesisAbstract
This meta-synthesis explores the intricate relationship between employee engagement and workplace identity by systematically reviewing and integrating findings from a wide array of qualitative studies. It identifies organizational identification, meaningful work, and transformational leadership as dominant dimensions that significantly enhance engagement. Additional contributing factors include autonomy, psychological empowerment, inclusive culture, and job crafting. The analysis highlights the centrality of psychological and social identity factors in fostering commitment, creativity, and organizational loyalty. Findings reveal that employee engagement is not merely a function of management practices or structural factors, but rather a multidimensional construct rooted in emotional connection, a sense of purpose, and perceived alignment with organizational values. This synthesis also emphasizes the strategic role of employer branding and sustainable human resource management practices in shaping both employee engagement and organizational performance. The study offers a comprehensive framework for future research and provides actionable insights for organizations aiming to develop inclusive and empowered workplaces that drive long-term success.
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