www.ijpub.org © 2018 IJCRT | Volume 6, Issue 1 February 2018 | ISSN: 2320-2882 IJPUB1801235 International Journal of Creative Research Thoughts (IJCRT) www.ijpub.org 1467 Job satisfaction as a tool to engage Employees at workplace Mr. Abhijeet Singh Chauhan Assistant professor BVM College of Management Education, Gwalior Abstract: In today’s competitive environment, one way to retain people is to have fully engaged employees. A empirical study was done to examine the relationship between job satisfaction and employee engagement among 197 employees of Service sector companies. A questionnaire consisting of Job satisfaction subscale and Employee engagement was used to collect data. Correlation results showed that Job satisfaction and Employee engagement were positively related. Keywords: Job satisfaction, Employee engagement I.INTRODUCTION Employee engagement is a property of the relationship between an organization and its employees. An "engaged employee" is one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests. In contrast, job satisfaction—a term sometimes used inter-changeably with employee engagement—is defined as how an employee feels about his or her job, work environment, pay, benefits, etc. The happier people are with-in their job, the more satisfied they are said to be. II. LITERATURE REVIEW The relationship between Job satisfaction and employee engagement have been studied and reported by many researchers. An attempt is made here to highlight a few of the studies to support the present study Sobia Ali & Yasir Aftab Farooqi (2014) performed a study to guage the influence of labor Overload on Job Satisfaction, result of Job Satisfaction on worker Engagement and Performance‖. the aim of this study was to spot the result of labor overload in job satisfaction and result of job satisfaction on worker engagement and worker performance. information was collected with the assistance of form and therefore the sample of 207 staff of Public Sector University of Gujranwala Division was selected and information was analyzed using SPSS software system. This study unconcealed that the work overload is that the major concern for the organisation and it conjointly affects job satisfaction, worker engagement and worker performance. The study’s findings imply that to reduce the matter of labor overload and stress numerous ways can be adopted like coaching, job rotation and reward system. This study has conjointly counseled measures so as to address the work overload like exaggerated use of advanced technology, which might reduce the work at individual staff and therefore the organisation ought to perceive the necessity of its staff and supply what's best for them. Fachrunnisa Olivia et al (2014) studied the Role of work Spirituality and worker Engagement to reinforce Job Satisfaction and Performance. The study explored the importance of artistic method engagement among leader-fieldworkers-community to extend job satisfaction and performance of field staff and conjointly the role of work spirituality and inventive method engagement to reinforce job satisfaction and performance. This study was conducted in Indonesian business office and information was analyzed using correlation analysis and t-test. The results unconcealed that work spirituality and inventive method engagement was found to essential to develop job satisfaction in turns to worker performance. The study’s findings showed that the artistic method engagement was completely associated with worker performance. Deepa & Kuppusamy (2014) conducted a research to explore the Impact of Performance Appraisal System on Job Satisfaction, worker Engagement, Organisational Citizenship Behaviour and Productivity. The paper summarized the abstract foundation of performance appraisal system and its relationship between Job Satisfaction, Organisation Culture, Organisation Citizenship Behaviour, worker Engagement and so with Productivity. The results showed that performance appraisal system helps each {the staff|the workers|the staff} and therefore the organisation in increasing their productivity and it'd mechanically increase the Organisational Commitment and Organisational Citizenship Behaviour within the employees. Once the staff found that they're happy with their job, then they have interaction themselves towards the work that ends up in increase in their productivity. The study conjointly all over that Performance Appraisal System can be wont to encourage the staff to own an excellent Organisational Commitment that successively would build them work with efficiency for the organisation therefore on have a larger organisational commitment. Performance Appraisal System conjointly helped the staff to encourage themselves in 2 ways; either financially or non-financially. Financially, by providing further incentives, it helped the staff to encourage themselves and makes them to own a additional commitment within the organisation. Schreurs. et al (2013) conducted a study to explore the relation between Pay-Level Satisfaction and worker Outcomes: The moderate result of Employee-Involvement Climate. This study examined the worker-involvement climate (such as data sharing and deciding climate) as a moderator of relationship between pay-level satisfaction and employee outcomes (such as job satisfaction, emotive commitment and turnover intentions).The data was collected from twenty two,662 Belgian staff from 134 organisations employing a standardized form. The