Background/Objectives: Since social media is stated being used in companies as a communication tool, the dynamics inside those spaces have evolved. This article's goal is to pinpoint the essential elements that drive employee engagement on different social media networks. Methods and Statistical Analysis: The review technique was employed by the researchers for this study. Researchers have identified key elements that are discussed in these research articles after going over about twenty-five scholarly and popular research papers and literature on employee engagement through social media. Our goal as reviewers is to make the body of existing material stronger. The writers have taken the results after carefully examining every aspect of each research report.
Results: Several elements related to engagements in the context of social media have been examined in this study work. Because this study addresses employee engagement, its conclusions will be helpful to any organization. Employee productivity is higher when they are engaged than when they are not. When utilizing social media for employee engagement, managers have to bear all of these considerations in mind. Anyone looking to learn more about employee engagement and how to use it to boost organizational performance may find this article useful. Applications and Enhancements: The findings of the study have potential applications in the future, such as reducing staff turnover and improving performance through the use of different engagement variables.

1. To identify and document the essential elements that drive employee engagement across various social media networks.Rationale: This objective aims to comprehensively gather and describe the key factors impacting employee engagement, providing a foundational understanding of how social media influences workplace dynamics.
2. To synthesize and strengthen the existing body of literature on employee engagement in social media by reviewing and analyzing approximately twenty-five scholarly and popular research papers.Rationale: This objective focuses on reviewing and integrating findings from multiple sources to create a robust framework that enhances the current understanding of social media's role in employee engagement.
3. To assess the practical applications of social media engagement strategies in organizations, including their potential to improve employee productivity and reduce staff turnover.Rationale: By evaluating the real-world implications of social media engagement, this objective aims to provide actionable insights for managers seeking to leverage social media to enhance organizational performance.

Kahn’s (1990) defined “personal engagement” “the harnessing of organization members’ selves to their work roles; in engagement, people employ and express themselves physically, cognitively, and emotionally during role performances” Kahn added that three psychological engagement conditions are necessary for an employee to be rightly engaged: meaningfulness (work elements), safety (social elements, including management style, process, and organisational norms) and availability (individual distractions )

Malash and leiter (1997) said that, engagement is a concept which is composed of three elements : energy , involvement and efficacy. Each of the three are direct reverse of one of the three burnout elements: which are emotional exhaustion, depersonalization and lack of efficacy

Robinson, Perryman and Hayday (2004) Engagement is described as "a positive attitude held by the employee towards the organization and its values". An engaged worker collaborates with coworkers to enhance job performance for the organization's benefit and is knowledgeable of the business environment. The company needs to foster a two-way interaction between employer and employee by developing engagement.

Chandani et al. (2016) found that when employees are engaged, there is a decrease in their intentions to leave and an increase in creative work-related behavior. Organizations can increase employee commitment, decision-making, and opportunity thinking to increase engagement. Employers must foster in their staff a feeling of camaraderie, positivity about their work, and involvement. Employee perspectives should be prioritized, and they should be given the chance to be heard. An open culture within the organization will also result from senior leadership transparency. It was recommended that firms utilize suitable training programs to make sure managers create a supportive environment that empowers their subordinates based on the research's above findings. Data from several sites showed that multicultural sites outperform monoculture sites and that R&D-enabled sites are more conducive to innovation.

Lappalainen et al. (2019) showed that an employee's intrinsic qualities have a greater influence on their level of engagement than do external circumstances. The relationship between engagement and conscientiousness, self-control, and social orientation was disproved by the analysis. Rather, analytical thinking, extroversion, systems thinking, assertiveness, and leadership were the variables linked to employee engagement.

Rai (2012) aims to comprehend social media and employee engagement concepts while providing an overview of Generation Y's traits and the variables that influence them in the workplace. Rai (2012) looked into how certain traits of Generation Y and their connectedness to the digital world affect organizational functions such as internal communication, workplace atmosphere, and employee well-being, which in turn affects employees' commitment levels and perceptions of their organizations. For employee engagement to be successful, each of these procedures is essential. Thus, using social media for recruitingespecially generation Y recruitment may yield substantial benefits for organizations.

Parry et al. (2013) suggested that social media holds potential for aiding in current employees' involvement. The results do, however, also imply that using social media to involve staff members won't work unless the organization's leadership and culture already value candid communication and involvement.

Sharma (2016) determined that employing workplace social media technology for employee engagement and collaboration goals can help organizations achieve their goals. Business social media serves as a platform for social networking among staff members and is also an excellent means of involving staff members in organizational activities like ideation, problem-solving, and participatory decision-making. As such, it can be a strategically implemented employee engagement program. But, establishing a "open culture and transparency" in which staff members not only "feel free" to share ideas and opinions but also "feel happy and involved" with high-touch points throughout their entire employment experience requires much more than simply investing in social media work tools.

Sievert et al. (2017) found that soft factors which frequently go hand in hand with a strong business culture based on progressive leadership are what drive employee engagement. Enterprise social media can promote these elements, which include trust, personal accountability, and collaborative cross-divisional work. These platforms allow employees to share their opinions as the "wisdom of the crowd" and operate based on the bottom-up philosophy. The study demonstrated how enterprise social media, a digital tool for employee engagement, can effectively boost overall employee engagement. On the other hand, the usage of internal social media increases employee engagement, and the establishment of these tools requires at least some level of current employee participation.

Men et al. (2020) Employee use of internal social media adds to increased levels of perceived organizational transparency and identity, which in turn boosts employee engagement, according to research on the benefits of enterprise social media usage on results.

Employee engagement and Performance of Employees

The financial or non-financial results of an employee are directly related to the success and performance of the organization. This is known as employee performance. Numerous studies demonstrate that emphasizing employee engagement is a crucial strategy for improving worker performance.

Markos et al. (2010) show that there is a strong correlation between organizational performance outcomes and employee engagement. Businesses with engaged workers experience lower staff attrition and lower employee desire to leave, as well as increased customer satisfaction, productivity, profitability, and growth. Conversely, businesses with disgruntled workers lose out on wasted effort and talent, receive less dedication from staff, deal with a rise in absenteeism, and have worse productivity, operating and net profit margins.

Social media and employees performance

Cheng (2020) studied the association between employee inventive performance and social media use, as well as the psychological processes that underlie this relationship. The findings of the study confirmed that there was a strong correlation between social media use and innovative performance, and that this link was somewhat mediated by job involvement. These results clarify the relationship between employee innovative performance and social media use.

The study's primary focus is on gathering, analyzing, and integrating findings from various scholarly and popular sources to identify key factors affecting employee engagement within social media platforms.

To begin with, the scope of the review is clearly defined by focusing on literature published in the last few years, ensuring that the study encompasses current and relevant insights. The review covers a range of disciplines and types of publications to provide a comprehensive understanding of the topic. Key databases such as Google Scholar, JSTOR, and Scopus are identified as primary sources for collecting relevant literature.

A rigorous selection process is employed to filter the literature. The criteria for selection include relevance to the topic, methodological rigor, and the study's contribution to understanding the key factors influencing employee engagement. The data collection process involves conducting a thorough search using specific keywords like "employee engagement," "social media," "organizational performance," and "engagement factors." This process results in an initial list of articles, which is then screened to ensure alignment with the established criteria.

The analysis involves thematic synthesis to identify recurring themes and findings across the selected literature. The identified factors influencing employee engagement in social media contexts are categorized and analyzed

The relevance and significance of each of these variables' influences cannot be demonstrated by a single fixed model since different employees place varying degrees of emphasis on the various factors that affect engagement. These differences could result from differences in personal and professional traits, diversity in gender and ethnicity, etc. Several employee engagement strategies, such as better induction programs,time to time training for new information, development programs, certification programs, and providing them with a realistic job preview, are some of the recommendations made in this article for new hires. Training of managers by social media experts to be able to utilize social media platform in better way, Appreciation, rewads and recognition should be considered on regular basis to engage employees.

The study also demonstrates that a decrease in employees' intentions to leave and an increase in creative work-related behaviour follow from employee engagement. No matter how fantastic the program is, engaging employees is a long-term endeavor that cannot be completed in a single training session. When an organization has strong leadership, participation in decision-making can be increased. An open and honest workplace where staff members exchange information will foster confidence between staff members and management and improve staff engagement. This will eventually increase worker performance and organizational productivity.

The Significance Of The Study

The study helps to identify the factors which affect the employee engagement through social media which will help the managers to understand the perspective of employees and accordingly they can work on making policies. The study would also provide more clear insight of employee engagement through social media, and its impact on employee performance and organisational performance . since employee engagement leads to better performance of employees.

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