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SCIENCE ARTICLE
The Impact of Job Satisfaction on Employee Engagement: The Mediating Role of Organizational Factors
1
Department of Organization and Management Theory, Poznań University of Economics and Business., Poland
Submission date: 2025-03-08
Final revision date: 2025-06-19
Acceptance date: 2025-10-31
Online publication date: 2025-12-15
Publication date: 2025-12-04
Corresponding author
Patrycja Nowak
Department of Organization and Management Theory, Poznań University of Economics and Business., Al. Niepodległości 10, 61-875, Poznań, Poland
Department of Organization and Management Theory, Poznań University of Economics and Business., Al. Niepodległości 10, 61-875, Poznań, Poland
Management 2025;(2):154-178
KEYWORDS
JEL CLASSIFICATION CODES
J28
M12
D23
L21
M54
TOPICS
ABSTRACT
Research background and purpose:
The article examines the impact of job satisfaction on employee engagement and the role of mediating factors: organizational membership, organizational commitment, employee loyalty, and identification with the company. Understanding these relationships is crucial for organizations aiming to increase employee effectiveness and retention.
Design/methodology/approach:
The study was conducted using the CAWI method on a sample of 850 employees from Poland. Validated measurement tools were used, including the SAT-20 scale to assess job satisfaction and the UWES scale to measure employee engagement. The analysis was carried out using linear regression and the bootstrap mediation method. This allowed for determining whether job satisfaction influences engagement directly or through other factors. The reliability of the results was also assessed by analyzing 95% confidence intervals and the R² coefficient, which indicates how well the statistical model explains the relationships between the variables studied.
Findings:
The results confirmed a strong positive relationship between job satisfaction and employee engagement. Job satisfaction explained 46.4% of the variance in engagement (R² = 0.464), while engagement explained 68.1% of the variance in satisfaction (R² = 0.681). Mediation analysis showed that organizational identification, loyalty, commitment, and membership significantly mediated the relationship between satisfaction and engagement. The proportion of the total effect mediated ranged from 34.5% to 40.7%, indicating that these post-attitudinal factors play a meaningful role in shaping employee engagement. The reliability of the results was supported by narrow 95% confidence intervals.
Value added and limitations:
The study highlights the significance of job satisfaction as a key factor influencing employee engagement, emphasizing the important role of mediating mechanisms. The results provide valuable insights for HR managers, helping in the development of strategies aimed at increasing employee loyalty and identification with the company. A limitation of the study is its correlational nature, which makes it difficult to determine causal relationships. Future research should expand the analysis to other countries and sectors, as well as include additional factors such as organizational culture and management style.
The article examines the impact of job satisfaction on employee engagement and the role of mediating factors: organizational membership, organizational commitment, employee loyalty, and identification with the company. Understanding these relationships is crucial for organizations aiming to increase employee effectiveness and retention.
Design/methodology/approach:
The study was conducted using the CAWI method on a sample of 850 employees from Poland. Validated measurement tools were used, including the SAT-20 scale to assess job satisfaction and the UWES scale to measure employee engagement. The analysis was carried out using linear regression and the bootstrap mediation method. This allowed for determining whether job satisfaction influences engagement directly or through other factors. The reliability of the results was also assessed by analyzing 95% confidence intervals and the R² coefficient, which indicates how well the statistical model explains the relationships between the variables studied.
Findings:
The results confirmed a strong positive relationship between job satisfaction and employee engagement. Job satisfaction explained 46.4% of the variance in engagement (R² = 0.464), while engagement explained 68.1% of the variance in satisfaction (R² = 0.681). Mediation analysis showed that organizational identification, loyalty, commitment, and membership significantly mediated the relationship between satisfaction and engagement. The proportion of the total effect mediated ranged from 34.5% to 40.7%, indicating that these post-attitudinal factors play a meaningful role in shaping employee engagement. The reliability of the results was supported by narrow 95% confidence intervals.
Value added and limitations:
The study highlights the significance of job satisfaction as a key factor influencing employee engagement, emphasizing the important role of mediating mechanisms. The results provide valuable insights for HR managers, helping in the development of strategies aimed at increasing employee loyalty and identification with the company. A limitation of the study is its correlational nature, which makes it difficult to determine causal relationships. Future research should expand the analysis to other countries and sectors, as well as include additional factors such as organizational culture and management style.
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| eISSN: | 2299-193X |
| ISSN: | 1429-9321 (1997-2019) |
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