The relationship between job satisfaction, employee engagement, and commitment.
There is an overlap between job satisfaction, employee engagement, and commitment. However, these are three distinct elements of the work experience. Job satisfaction refers to an employee who enjoys their job and is enthusiastic about being at work.
Similarly, the engaged employee also enjoys their job. However, engaged employees’ motivations are different. For instance, highly engaged employees are motivated by pride in their work and doing what they can to improve work outcomes.
Note: the engaged employee is emotionally connected to their work.
So how does commitment fit into this picture?
Both satisfied and engaged employees are not necessarily committed to the organization. For example, suppose the conditions that make a job enjoyable and or encourage employee engagement can be replicated at a different organization. In that case, there is a possibility that these employees could leave.
For instance, if the organization starts to limit what an engaged employee can personally accomplish in terms of work outcomes, promotions, or personal accomplishments, they may search for an organization that fits their requirements and career goals.
Whereas a committed employee believes in the organization, the company culture and its mission and knows their economic and social well-being is tied to its success.
Therefore, the highest levels of employee loyalty exist when an employee is satisfied with the job, engaged with leadership and coworkers, and committed to the company’s mission and goals. In this instance, the employee knows they can reach the financial, career, and social objectives they desire and, as a result, express high levels of loyalty.
