Employee engagement plays a big role in how I feel about my workplace. The definition of employee engagement is an individual's involvement, satisfaction, and enthusiasm for the work they do (Robbins & Judge, 2018). Measuring the level of employee engagement will help managers and the organization know how employees feel overall in the workplace if they have access to improve their skills through training and education if they feel important and what they do makes a difference and whether they have relationships with colleagues and their superiors. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an Original Essay The more engaged an employee is they will reflect on their attitude and behavior in the workplace and in the work itself. High employee engagement will help the organization be stronger and more successful. I selected these three articles to discuss regarding employee engagement: “A Process Model of Employee Engagement: “The Learning Climate and Its Relationship to Extra-Role Performance Behaviors,” “Organizational Identification, Work Engagement, and Job Satisfaction ” and, “Improving Organizational Commitment and Employee Performance through Employee Engagement: An Empirical Test.” Employee engagement is related to job satisfaction, employee performance, organizational identification, and employee attitudes. employees. Each article delves into employee engagement and the relationships it plays in an organization. Learning climate is defined as the organization's beneficial activities in helping employees create, acquire, and transfer knowledge and has also been proposed. as an antecedent of employee engagement (Eldor & Harpaz, 2015). The research provided in this article was completed by 625 employees and their supervisors in various positions and businesses across Israel. Each participant completed two different surveys, one regarding the organization's learning climate and the second about the participant's attitude toward the job itself. The section aimed at employee engagement obtained a score of 3.71 for a mean with a standard deviation of 0.79 (Eldor & Harpaz, 2015). Questions targeting learning climate had a mean of 3.25 and a standard deviation of 0.77. Questions targeting job satisfaction had a mean of 3.25 and a standard deviation of 0.94. These results should make employees “somewhat” engaged, “somewhat” feel satisfied at work, and “somewhat” feel in a learning climate. There are many areas these organizations can improve to make their employees feel more valued and respected, as well as provide training and education to help these employees grow. Organizational identification refers to a person's sense of belonging to the organization in which they work (Karanika-Murray, Duncan, Pontes, & Griffiths, 2015). Please note: this is just an example. Get a custom paper from our expert writers now .Get a custom essay As already discussed, employee engagement works with the overall look of employees within an organization. Research in “Organizational Identification, Work Engagement, and Job Satisfaction” discusses how organizational identification, employee satisfaction, and employee commitment are related. Bootstrap mediation analyzes provided support for full mediation where there is an indirect effect (via commitment, 2015).