In a competitive business environment, employee engagement is essential for effectiveness and sustainability. Employers across different sectors see that engaged employees are more committed, put in extra effort, and perform better. This makes employee engagement a crucial issue for HRM within a company's overall strategy. Although there is a lot of literature on the topic, theoretical views on employee engagement often differ, especially regarding HRM theories and organizational behavior theories.

This paper is about employee engagement. The goal is to bring different ideas and create a clear picture of what employee engagement is. We want to understand employee engagement from different angles.

To do this we looked at what other people have written about employee engagement. We studied the ideas of Social Exchange Theory, Ability-Motivation-Opportunity framework, Job Demands-Resources model and Psychological Contract Theory. These ideas help us understand why employees get engaged and what happens when they do.

We then created a framework that shows how Human Resource Management practices what people think and feel employee engagement and how well a company does are all connected. This study helps us understand how all these things work together. We made a model that brings all these ideas together. This will help us learn more about how companies can use this information to make their employees more engaged.

We also talked about what our study means and what we might learn from it in the future. We think our study can help companies create strategies to make their employees more engaged. Employee engagement is important for companies. We want to help them understand how to make it happen. We hope that our study will help other people do research on employee engagement and learn more, about how to make it work.