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1、Annotated BibliographyAbraham, S. (2012). Job Satisfaction as an Antecedent to Employee Engagement. SIES Journal of Management, 8(2), pp. 27-36.Abraham (2012) focused on examining the relationship between job satisfaction and employee engagement. In order to test the relationship between the variabl
2、es, questionnaire survey was hired as the tool to gain primary data from 30 workers. In this academic research, systematic sampling technique was hired as the method to select research samples for data collection. Techniques of statistical analysis including correlation analysis, regression analysis
3、 and t-test analysis were employed to analyze the gained primary data from research samples. Based on the analysis results, Abraham (2012) found that job satisfaction as an antecedent that will significantly impact on the increase of employee engagement. Additionally, the results of regression analy
4、sis shows that employee engagement will be affected and driven by all kinds of factors, including the nature of job, the recognition of superiors to followers work, comparative benefits, teamwork spirit, cross-department cooperation, as well as proper and equal policy of company.This article has hig
5、her practical value as this research proves that employee engagement can be increased by improving employee satisfaction. Such finding provides approach to increase the level of employee engagement in organization. However, limitations of this article are also witnessed. Key limitation is use of sma
6、ll scope of research sample to answer research theme. In this research, only 30 workers were used to study for finding out the relationship between employee satisfaction and employee engagement. To some extent, the use of small-scope samples will lower down the convincing and reliability of the rese
7、arch results.The research findings of this research are useful for the current research project because Abraham (2012) proves that employee satisfaction is a key antecedent affecting the level of employee engagement. This could be used to explain key driver and antecedent of employee engagement. Add
8、itionally, the findings also dominate some key factors that will influence the level of employee engagement. Thus, the findings could provide implications for developing employee engagement.Elder, L., & Vigoda-Gadot, E. (2016). The nature of employee engagement: Rethinking the employee organization
9、relationship. The International Journal of Human Resource Management, ppi - 27.Eldor and Vigoda-Gadot (2016) has rethought the relationship between employee and organization in order to hence theoretical basis of employee engagement. In this academic article, Eldor and Vigoda-Gadot (2016) have compa
10、red and contrasted the conception of employee engagement to other similar conceptions such as psychological contract and psychological empowerment based on theoretical analysis, and have examined whether the contributions of employee empowerment work centrality over psychological contract and psycho
11、logical empowerment. In order to realize research objectives, questionnaire survey has been adopted as the instrument to gain primary data from 593 workers who were selected from public and private organizations located in Israel. The gained data were analyzed by using statistical analysis technique
12、. Based on the data analysis results, Eldor and Vigoda-Gadot (2016) have found that employee engagement differs from both psychological contract and psychological empowerment. The results suggest that employee engagement shows a higher level of employee activation and mutual exchange simultaneously,
13、 which is significant different from psychological contract and psychological empowerment. In addition, the results have also proved that employee engagement will produce significant effect on work centrality.This academic article has provided could provide theoretical foundation for studying employ
14、ee engagement. In the academic article, the findings are drawn from empirical investigation. Therefore, the research findings of this academic article are convincing as the results are based on objective analysis of statistical data. However, it should be noticed that this academic article has also
15、some limitations. The first limitation is that research samples are limited in organizations located in Israel. Thus, the research findings would be more suitable for explaining the relationship between employee engagement and work centrality in organizations in Israeli. Another limitation is that t
16、he article is based on cross-sectional research instead of longitudinal research, which will hamper to examine the cause direction and stable relationship between employee engagement and work centrality.The findings of this academic article will be useful for my research because the findings not only outline the concept of employee engagement, but also prove the importance of employee engagement to organization. For this, the findings of this article can be cited as important ev
