Impact of human resource management practices and job satisfaction on employee work engagement

Charles Denedo


The aim of this study is to propose a framework and state propositions to be tested empirically in future studies. The researcher reviewed scholarly articles on the variables with the aim of stating propositions that are in agreement with theoretical perspectives.

Drawing from social exchange theory, this study proposed that there would be a positive relationship between human resource management practices (HR practices) such as employee training and development, career advancement, compensation practices and work engagement. Further, apositive relationship between feelings of jobsatisfaction and employee work engagement is predicted. This study recommends that management of organizations and human resource practitioners need to pay adequate attention to HR practicesand job satisfaction as such could be used as tools to enhance work engagement. In conclusion, this paper extends research on work engagement by proposing a model which has the tendency to create a positive, fulfilling, work-related state of mind that is characterized by vigor, dedication, and absorption. However, there is need for empirical studies to test the proposed relationships.


Compensation practice, career advancement, employee training and development, job satisfaction, and work engagement

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