Abstract:
In the face of today’s fast changing and competitive environment, each business aims to
be distinguished, more innovative and agile. To do so, all members of the organization
need to be engaged, from the janitor all the way to the top. However, encouraging
employees to become engaged is not easy. This thesis examines the conditions which
might lead to engaging employees. In particular, it focuses on two antecedents of
engagement: authentic leadership and organizational justice. Two models are tested to
better understand the mediating relationship between the three variables. Finally, after an
extensive discussion of the statistical results, the practical implications of the study
along with the future recommendations are suggested.
