Understanding Employee Engagement in a Public Service Context

Participation: Employees are positive about the organization and its values. Dedicated employees will understand the background of the business and work with colleagues to improve workplace performance and thereby benefit the organization. Organizations must make efforts to develop and develop participation, which requires a two-way relationship between employers and employees. Occupational Labor Psychologist William Kahn 5 draws on the role of role role 6 and organizational socialization 7 to study the role of people in the "role" role. He uses the terms "personal participation" and "personal separation" to represent both ends of the continuum. At the end of "individual participation", individuals occupy their bodies, hearts, and emotions completely at work. At the end of "personal disagreement" they left themselves and withdrew from the role.

Employee engagement is a basic concept aimed at understanding and explaining the nature of the relationship between an organization and its employees in terms of quality and quantity. "A devoted employee" is defined as an employee who is fully enthusiastic about his job and is passionate about his work, so it is aggressive to promote the reputation and interests of the organization Take action. Dedicated employees have a positive attitude towards the organization and its values. Employee engagement first appeared as a concept of management theory in the 1990s, became common as management practice in the 2000s, but it is controversial. It has an unclear relationship with the initial structure such as morale and work satisfaction. In spite of academic criticism, employee participation practices are established in human resource management and internal communication.

Employee engagement as a concept is, of course, universally applicable, not only to civil servant labor but also to PSM. In addition, the motivation to support employee engagement may be the result of various personal and organizational factors, in the case of PSM, the underlying motivation is simply the desire to "contribute to others and society" (Perry, Hondeghem and Wise, 2010). ) However, these two concepts have similarities. Behaviors represented by people with high employee engagement and high PSM levels are similar, and many management practices lead to employee engagement and PSM. Finally, since they are closely related to job satisfaction and excellent employment experience, they can bring great benefits to both.