How committed are employees in Germany in reality, and what factors influence their work engagement? A research project at the Hochschule Niederrhein has investigated these questions. The study has a quantitative online survey as its foundation, with 333 employees participating. The survey covers their work engagement and various aspects of their working conditions.
Work engagement higher than expected
The study shows that employees in Germany are more committed than is often assumed. On a scale of 1 to 7, respondents achieved an average score of 4.85. Work engagement is particularly strongly linked to the perceived meaningfulness of one’s own work.
Around 62 per cent of respondents demonstrated a level of work engagement ranging from fairly high to very high. Only just under 16 per cent showed a level of engagement that was fairly low or low. Consequently, the overall level of engagement in the group studied is higher than might have been expected, given the frequent discussions about motivation and job satisfaction.
Meaning trumps pay
It is interesting to note the difference between what employees consider important and what is statistically most closely linked to their commitment: a fair salary is cited by respondents as the most important aspect of their working situation. However, the strongest statistical correlation with work engagement is found in the perceived meaningfulness of one’s own work (r=.58). This is followed by pride in one’s own company (r=.44) and the perceived competence of senior management (r=.41). Salary is significantly less closely linked to work engagement.
Even when various working conditions are considered together, a sense of purpose and pride in the organisation remain the most significant factors. The overall statistical model explains around 35 per cent of the variation in work engagement. Further analyses also suggest that leadership, communication, recognition and employee participation are linked to engagement, in particular because they promote a sense of purpose and identification with the organisation.
“The results show that work engagement should not be viewed solely in terms of material conditions. Employees also want to understand the contribution their work makes and what their own organisation stands for. Leadership, communication, recognition and participation can play an important role here, as they can strengthen a sense of purpose and identification with one’s own work,” says Prof. Dr Alexander Cisik, Professor of Business, Organisational and Occupational Psychology at HSNR and head of the study.
Quality of experience is key
For companies, this means that, alongside salary and other working conditions, the substantive aspect of the work can also play a role. Managers can contribute to this by providing guidance, recognising achievements, involving staff and highlighting how individual tasks benefit customers, the organisation and society.
However, the results should not be interpreted as a representative picture of all employees in Germany. The 333 participants were recruited openly for the online survey. Furthermore, this is a cross-sectional study. Conclusions regarding cause and effect are therefore only possible to a limited extent. Above all, the study highlights statistical correlations between various characteristics of the working situation and work engagement.
About the study
The study ‘Work Engagement in Germany – Characteristics and Influencing Factors’ was conducted by the Faculty of Business Administration and Economics at the HSNR under the project leadership of Professor Dr Alexander Cisik. The quantitative online survey was carried out in July 2026. Work engagement was measured using the scientifically established Utrecht Work Engagement Scale (UWES).
