Nowadays, organisations are competing for talents where stiff job markets are increasingly placing their attention on preventing a turnover, to increase job satisfaction, strengthen up organisational citizenship behaviour (COB) and employee’s engagement. At this point, academicians have conducted many empirical studies, yet there are lacking studies related to the well-being perspective of employee engagement on intrinsic outcomes. Employee engagement can create effects on the entire organisation performance. Limited understanding of the influence of employee engagement can disempower employers or managers to take appropriate and corrective actions that enhance their employees’ well-being and work performance. By referring to the viewpoint of social exchange theory, this conceptual article discusses the roles of well-being perspectives and intrinsic outcomes by mediating employee engagement. The objective is to create a new conceptual framework to enhance the understanding of the influence of well-being perspectives (hedonia and eudaimonia) on intrinsic outcomes (Job Satisfaction, Organisational Citizenship Behaviour (OCB), and Turnover) through measuring employee engagement (Job Engagement and Organisation Engagement) as the mediating variables, and the Social Exchange Theory (SET) as the theoretical underpinning. Furthermore, the framework provides a solid basis for further research to produce results with practical implementations.
Employee Engagement, Intrinsic Outcomes, Well-being Perspectives.
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