Examining Organizational Identification on Work Engagement Via Structural Equation Modeling

Abstract

This study examines how organizational identification relates to work engagement, highlighting how employees' sense of belonging influences their engagement levels. Organizational identification refers to how closely employees connect with the organization's values and objectives. Furthermore, work engagement encompasses a positive and fulfilling work mindset characterized by absorption, vigor, and dedication. By reviewing existing literature and analyzing empirical data, this study assesses how work engagement is influenced by organizational identification and the fundamental frameworks that underpin this relationship. This research aims to address this gap by examining the impact of organizational identification on work engagement. It employs structural equation modeling to analyze this relationship and offers insights that could guide management practices to enhance employee engagement. The results indicate that employees who identify with their organization show higher engagement, benefiting both the organization and its employees. Understanding this relationship enables organizations to develop strategies that promote organizational identification, ultimately increasing employee involvement and fostering a more enthusiastic and vibrant workforce. The study also provides recommendations for practical interventions to strengthen identification and improve work engagement.