The master thesis deals with the question of the influence of internal communication and leadership on employee engagement. Employee engagement is a positive, work-related state of mind, characterized by vigor, dedication and absorption. Many organizational and situational factors, as well as the individual characteristics, are considered as antecedents of engagement. Job demand-resource model explains that there are many job resources in the organizational environment that, individually or together with personal resources, start a motivational process leading to employee engagement. The objective of this paper is to examine two of the job resources and their influence on employee engagement, namely internal communication and leadership. The master thesis is divided into a theoretical and empirical part. The first presents the basic conceptualizations and definitions of engagement, related concepts and methods of measurement. This is followed by job demand-resource model and an integrated model of employee engagement. Internal communication and leadership and their impact on employee engagement are presented in greater detail. The second part presents a quantitative study that confirms the hypothesis that the greater the satisfaction with internal communication, the greater the employee engagement, but rejects the hypothesis that transformational leadership has a positive influence on employee engagement. The key finding is that effective internal communication affects the satisfaction of employees with internal communication and thus leads to employee engagement.
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