Full engagement: the integration of employee engagement and psychological well‐being

– By introducing the concept of “full engagement,” this article aims to propose that employee engagement is more likely to be sustainable when employee well‐being is also high., – Research evidence covering the separate concepts is reviewed and evidence of the benefits that both engagement and well‐being confer on organizations is presented., – Most current perspectives on employee engagement include little of direct relevance to well‐being and reflect a narrow, commitment‐based view of engagement. This view focuses too heavily on benefits to organizations. A broader conception of engagement (referred to as “full engagement”), which includes employee well‐being, is a better basis for building sustainable benefits for individuals and organizations., – Research exploring the links between employee engagement and well‐being is needed to validate and develop the propositions put forward in this article., – A model for improving full engagement in organizations is presented and brief; case study illustrations are also given., – The integration of well‐being and commitment‐based engagement into the single construct of full engagement provides a novel perspective.