Employee engagement is perceived as "the energy, effort, and initiative that employees bring to their work" while satisfaction is perceived as " the extent to which employees feel that the company meets their "job expectations and fulfills their implicit and explicit contracts", and engagement is perceived as "the extent to which employees engage in corporate citizenship". An employee can feel quite satisfied with their job and be well disposed towards the organization, without necessarily translating this into levels of commitment and performance that exceed typical expectations. Say no to plagiarism shouldn't they be banned"? Get an original essayThe traditional theories of motivational needs, including the most important ones, that are still taught to business students today are, according to Basset-Jones and Llyod: Maslow - Hierarchy of needs theory, Herzberg et al ., - Two Factor Theory, Vroom - Expectancy Theory and Alderfer - Existence-Relationship-Growth (ERG) Theory. All of these theories assume the premise that extrinsic motivators, such as rewards, punishments, external controls, and incentives, are necessary to create employee performance, perseverance, and productivity. It was the Human Relations Movement that introduced the new view of employee motivation that examined the dynamics of extrinsic and intrinsic motivation and the concept of performance, as well as the influence of human dynamics. Intrinsic motivation (which is central to understanding employee engagement) involves “positively valued experiences that individuals derive directly from a task” and that are an internal part of the person and associated with the task itself, rather than the task context. Intrinsically motivated behavior is characterized as follows: “the work and action taken by the employee do not depend on the supervision of others or on rewards mediated by others. It is instead "associated with self-determination, or the idea of ​​freely choosing to act, based on one's own motivation, in compliance with internal standards integrated into the self". Intrinsic motivation is linked to the innate propensity of human beings to explore the environment, shape their abilities and overcome subsequent challenges. When intrinsically motivated, people experience a sense of choice and fully support the activity in which they are engaged. Previous research distinguishing between intrinsic and extrinsic motivation has suggested that individuals who are more intrinsically motivated not only employ deeper level processing strategies and perform better academically, but also have better psychological well-being and derive greater satisfaction from various life activities. At least Since engagement theory was first presented by Kahn in 1990, 20 theories have emerged that have been used by researchers to explain the conditions under which employees are intrinsically motivated when performing work, as well as l association between intrinsic motivation and the construct of commitment. The most relevant theoretical frameworks for this study, which can better explain the interrelationships between the study variables of organizational culture, motivation, trust and commitment, are: Job demands and resources theory (JD-R); Social exchange theory; Kahn's Personal Involvement Theory – mentioned above; Self-Determination Theory (SDT); and job design theory. Please note: this is just an example. Get a custom paper from our expert writers now. Get an essay.