Brief Overview The modern business environment is characterized by the increased level or rivalry because of the emergence of multiple companies that function in the most attractive spheres. Under these conditions, the effective strategy that helps to generate a competitive advantage and promote the further growth of firms acquires the top priority. Employee management, as one of its essential elements, has also become a popular construct that is utilized by companies and organizations to enhance such important aspect as employee engagement. However, regardless of the increased importance of this issue, there is a certain knowledge gap related to the application and significance of the construct in emerging economies countries. Thus, the paper under the investigation aims at the in-depth analysis of employee engagement and its essential elements that precondition the emergence of various outcomes. The work under the investigation outlines the importance of the acquisition of additional knowledge about the issue regarding the waves of ongoing recession and resource scarcity battles in the Middle Eastern region and Egypt. The pivotal purpose of the article is to research the role engagement plays in relationships with job performance and organizational commitment. The author is sure that it will help to understand the nature of the construct and the way it is utilized in the modern business environment. The research question is whether efficient employee engagement management can improve companies’ outcomes. Introduction of the given purpose preconditions the formulation of the following objectives. The first one is to identify the key drivers of employee engagement regarding the existing Egyptian context. The second one is to assess the impact of this issue on job performance and commitment in terms of social exchange theory (SET). Finally, the author tries to fill in the gap in existing knowledge about employee engagement and factors impacting their work. Research Approach and Methodologies Investigating the selected issue, the author conducts an exploratory study supported by the questionnaire developed specially for this very project. The survey consists of eight parts to assess the central variables of the study. Leadership was evaluated using 15 items, training and development were measured by 7 items, compensation and benefits – 4 items, policies and procedures – 8 items, job performance – 3 items, employee engagement – 9 items, organizational commitment – 6 items, organizational justice – 17 items. Introduction of these aspects is critical for the in-depth investigation of the problem and the participants’ experiences regarding the discussed topic. Thus, the choice of interviewed individuals was preconditioned by their experiences in working in a particular organization in Egypt. In such a way, the study was conducted on 245 bank employees from private and public banks functioning in Cairo with an average response rate around 81,6%. The average age of participants is 34,24 years; 58,5% are women; 69% of the sample have a bachelor degree, 25% – a master degree, and 6% have a professional banking degree. The author uses Pearson correlation matrix and regression to analyze the discussed issue and predict the relations between outlined elements. Conducting a series of simple regressions, the investigator manages to collect data regarding employee engagement and their attitudes to the e