Abstract
The term employee engagement has become one of the leading foci in human resource development and employee behaviour literature. Both conceptual as well as empirical research on employee engagement are studied to explore the multiple aspects of engagement and its predictors. The outcomes of previous studies have sometimes been unsystematic and inconsistent. They also found a confusion concerning the concept and overlaps between commitment and engagement. The present study tackles these gaps with a theoretical model suggesting the mediating moderating role on HRM-engagement linkage. It further explains the relationships of research framework under the norms of social exchange theory and gives guidance for upcoming research.
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