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| Received
14-Apr-2026 |
Accepted
- |
Published
14-Apr-2026 |
Abstract
This paper extends the resource
based view of the firm to employee
engagement and explores linkages
with firm performance. It argues
that employee engagement interacts
with other intangible variables such
as the sense of justice and psychological
contract which an individual
feels and expects, respectively. The
individual?s psychological contract
is shaped by organizations? HR policies
along with many social cues
from the work environment. This may
affect the employee engagement.
Further, there may be a positive effect
of Employee Engagement on
Organizational Commitment and Organizational
Citizenship Behavior.
The entire equation may lead to high
firm performance which in turn may
affect Employee Engagement. It proposes
a conceptual model of these
intangible variables and their linkage
with the tangible variable of firm
performance.
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