Employee engagement is a critical driver of organizational performance, with engaged employees demonstrating higher productivity, commitment, and job satisfaction. This study examines the relationships between employee engagement and job satisfaction, employee engagement and decent work, as well as the relationship between decent work and job satisfaction. A quantitative research design was employed, with data collected through a structured questionnaire from employees of an organization based in Durban, South Africa. The relationships between variables were analyzed using correlation analysis in SPSS version 30.0, and a p-value of less than 0.05 was considered indicative of statistical significance. The findings reveal strong positive correlations between job engagement and job satisfaction (r = 0.878, p-value < 0.001), job satisfaction and employee engagement (r = 0.781, p-value < 0.001), and decent work and employee engagement (r = 0.642, p-value < 0.001). These results align with social exchange theory and the Job Demands-Resources model, suggesting that job satisfaction mediates the engagement-performance relationship, while decent work reinforces this linkage through fair treatment, job security, and safe working conditions. The study highlights the importance of a holistic HR strategy integrating engagement initiatives, satisfaction-enhancing practices, and decent work principles to optimize performance. By addressing a gap in existing literature, this research provides actionable insights for organizations seeking to improve employee well-being and productivity. Future studies should explore these dynamics across different industries to enhance generalizability.
Samuel Bangura (Thu,) studied this question.