Conceptualization of employee engagement
Employee engagement is a term familiar to most business leaders, but it is difficult to define. Almost every article, organization or individual has a slightly different perspective on the definition of employee engagement, and the trend of employee engagement is also different over time. Inconsistency not only leads to confusion in employee engagement, but also confusion in the goals that companies expect to achieve in practice. Considering that employee engagement is generally considered to be essential for cultivating a motivated and dedicated employee, mastering this concept is essential to take the business to a new level.

Employee engagement is a relatively new concept, and its origins can be traced back to around 2000. There are several definitions of this concept. For example, engagement means that workers are interested in their work, maintain a positive relationship with them, and are willing to perform well to do their best. In other words, people who like their work are willing to give the organization “more things”, not because it is necessary, but because they have their own beliefs and joy (Bláha et al., 2013). Employee engagement refers to their attachment to the organization or identification with the entire organization (Armstrong & Taylor, 2017). Engagement can be understood as a mechanism that enables individuals and entire organizations to function (Truss, Shantz, Soane, Alfes and Delbridge, 2013). It is about people and their work. People participate when they are engaged in work and are interested in actively participating in the work, or when they are excited about the work and willing to do a good job of volunteering for the work (Armstrong & Taylor, 2017). A study by Chiumento in 2007 called “Happiness at Work Research” described engagement as a positive, bilateral relationship between workers and organizations. Dedicated employees who are committed to the organization will do something extra for each other because they view investing in their relationships as mutually beneficial (Chiumento, 2007). In social communication, engaged employees understand engagement as the value they provide to good employers