Organizational Psychology

Employee engagement has become recently one of the most evaluated parameters in organizations. Corporate psychologists and managers make assumptions about how to develop engagement, how to measure and evaluate it. At the same time, today there is no single definition of engagement, as well as no universal approach to its assessment. Purpose. The purpose of this study, through the analysis of business and scientific literature and having considered the most significant definitions, is to formulate the author’s definition, combining the strengths of different approaches and theories. In addition, the goal is to determine the terminological relationship between engagement and labor motivation, since most theories do not fully disclose how these two constructs are related. Methodology. The author analyzes numerous theories of engagement, having considered the studies of both foreign and Russian scientists. Combined them into four groups, the relevance and value ofeach of the approaches is consistently considered. Findings. In the conducted analysis of the literature, clear patterns in the formulation of definitions of engagement were found and presented. Also, the relationship between engagement and motivation was found, the evolution of approaches to labor motivation was described, where engagement in work is the highest manifestation. Originality of results. Having systematized the data of scientific literature, the author offers an original definition of engagement as the highest positive manifestation of labor motivation, which evolves, complementing the constructs of loyalty and satisfaction. In conclusion of this literature review, the author notes thatin modern organizational psychology there is a need for a new approach to labor motivation, which would combine developments in the field of employee engagement with the achievements of theories of labor motivation.