When people focus on work, engagement occurs. They are very interested in their work, which really excites them. Increasing work participation starts with the creation of work tasks and work or creation of work roles (Armstrong, 2009). All of these aims to ensure interest and motivation, diversity, autonomy, completeness and importance of tasks, opportunities for training and development, and provide performance feedback. All these factors are affected by organizational structure, work systems and leadership qualities (Armstrong, 2009; Christian, Garza, and Slaughter, 2011).
Most authors have a positive view on the importance of employee engagement. These experts believe that engagement has a positive effect on the growth of customer satisfaction, thereby increasing the profitability or efficiency of the organization (Armstrong, 2012; McGee & Rennie, 2011; Spik & Klincewicz, 2008). Dedicated workers are described as “engaged” in work people. They are energetic and efficient. Employee engagement is related to their high job performance, higher chance of promotion, higher morale, reduced absenteeism, and lower turnover rate (Macey & Schneider, 2008). On the contrary, unskilled workers are more likely to perform poorly, they will not have a good working relationship, and their work behavior will be counterproductive