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Russell Robinson

Since William Kahn’s seminal research on employee engagement, researchers and practitioners have determined and argued the benefits to organizations of having a more engaged workforce. An employee’s engagement state has been found to be driven by his/her feelings of value and affect, relationships with leadership, and feelings of working in an open and safe culture. Additionally, this state has been found to have impact on a myriad of individual and organizational outcomes. As research on employee engagement evolves, its relationships with employee voice have become more prominent.