How companies can upsurge work engagement

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A follow-up question to the answer for this question: How companies can upsurge work engagement to sustain the competency of their organizations (problems and significance of employee work engagement, HR functions, factors associate or affecting work engagement based on empirical research; use relevant theory, theoretical model, and empirical research to support discussion)

What are the relevant theory and theoretical model available for this?

Reference no: EM133097408

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