A view supported by Keller and Price (2011) who add that “healthy organizations” (as defined by their capacity to adapt and change quicker than the competition) do not merely learn to adjust themselves to their current context or challenges that lie just ahead; they create a capacity to learn and change over time.
Soane et al. (2012) argue that employee engagement has implications for all areas of HRD practices that can enhance the experience of work by fostering task performance, organization citizenship behavior and reducing turnover intentions.