Does the concept of employee engagement add anything over and above traditional concepts? The concept of "employee engagement" is popular in organisational consulting
settings. A quick Google for "engagement survey" will yield many results.
However, in some respects the concept often seems defined in terms of some combination of satisfaction, commitment, and motivation.


Does the concept of employee engagement add anything new over and above satisfaction, commitment, and motivation?
To the extent that it does overlap with previous constructs, does it still have value?
A few basic observations:


Typical self-report measures of engagement and job satisfaction tend to be highly correlated (I'll try to find a reference later, but I think in the r =.7 range).
As with many organisational psychology terms that bridge the scientific-practitioner divide, engagement has been operationalised in a wide range of ways.
Volume 1, Issue 1 of Industrial and Organizational Psychology has a focal article and a large set of accompanying commentaries on the meaning of engagement and its value as a concept. See this pdf of the focal article.