رابطه رضایت شغلی و مشارکت کارکنان در اداره گمرک سلطنتی مالزی The Relationship between Job Satisfaction and Employee Engagement At Royal Malaysian Customs Department (RMCD)

INTRODUCTION Nowadays, employers are getting concern on the job satisfaction on employees. Employee engagement in an organization is already identified as the main backbone of the successfulness in an organization all over the world. They identified it as a main supporter lead to unknown practices. Few researchers have indicted that employee engagement predicts employee outcomes, organizational success and financial performance (Bates, 2004). Thus, to survive and compete successfully in today’s unstable economic environment, organizations need employee to be practical, show initiative while engaging with their role and remain committed to performing at high standards. (Bakker, 2010). Organizational agility requires employees who exhibit energy and self-confidence and exhibit genuine enthusiasm and passion for their work (Shaulefi, 2008). In sum, modern organizations require an engaged work force. According to Bakker (2011), total expenditure is influenced by the commitment of a workers. A lower output will be produced if an employee is disengagement. That’s why managers and the whole organization need to make sure that employees in the organization are satisfied with the environment of the work, the activities that organized by the organization and their scope of job. We will come towards to answer theses few questions in order to attain our findings in this research, the questions are mainly asking about the job satisfaction. These question are: 1. What is job satisfaction dimension towards employee engagement? 2. Is there any relationship between job satisfaction dimension (work environment, communication, motivation) toward employee engagement. On the off chance that they are specifically and reliably educated about key issues, they as a result are taking an interest in what is occurring all through the organization. The result is that workers who feel esteemed are more beneficial, more prone to step up, and are oftentimes additionally eager to assume a part in development (Lloyd M. Field, 2008).