Engagement has become a widely researched concept in the organisational context, especially since engaged employees bring a plethora of benefits – organisations with more engaged employees have a higher market share and more satisfied consumers. It is very difficult to study the level of engagement, especially since it often fluctuates. Because of this it is very important to study the factors that have an effect on employee engagement levels. Some of the more important factors, which we have included in the research, are motivation, organisational identification and life satisfaction. In the last year, organisations and their employees had to deal with a wide array of changes due to Covid-19. Those changes had an obvious effect on the economy and on the wellbeing of people. New types of employment issues have appeared, such as temporary lay-offs, and people have generally been more anxious and stressed. The research on employee engagement was therefore set in the context of the Covid-19 epidemic. We have found out that stress connected to the epidemic, has had a negative effect on life satisfaction, while anxiety has also had the opposite effect and correlates positively with life satisfaction. The biggest effect on employee engagement is contributed to organisational identification (that positively relates to life satisfaction), while among the researched factors, life satisfaction has the least effect on employee engagement.
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