The Determinants of Employee Engagement: A Systematic Review

Abstract

Engaged employees direct their vigor and dedication toward their work, and become absorbed in it. This systematic literature review will synthesize employee engagement determinants, irrespective of industry and country. A PRISMA-informed review with narrative synthesis was conducted on English-language publications from 1 January 2015 to 31 December 2025. It retained 66 publications. Inductive coding generated thirteen determinant domains: Job Resources, Job Demands, Leadership, Organizational Support, Autonomy, Meaningful Work, Job Crafting, Personal Resources, Justice/Trust, HR Practices, Social Support, Work Climate, and Digital Conditions. Personal Resources and Leadership were the most researched determinants, however, no determinant was present in 60% or more of the included studies, indicating an diffused evidence base. The evidence was most catan to resource-rich work design, supportive leadership, autonomy, meaningfulness, organizational support, and positive job crafting. Digital conditions and other contextual mechanisms are still emerging. The synthesis supports the use of multilevel engagement strategies to enhance structural and relational resources. Longitudinal and intervention research should be conducted to validate the mechanisms.