<![CDATA[Employee engagement and organizational commitment are related but distinct constructs whose dimensions reflect different motivational meanings. This integrative review examines how vigor, dedication, and absorption relate to affective, normative, and continuance commitment, and when work energy becomes organizational attachment. A Scopus search identified English-language journal articles published from 2006 to June 2026. Of 307 records, 152 passed title-and-abstract screening and 90 were retained for synthesis, supplemented by foundational sources. Evidence was coded by construct dimension and target, causal ordering, mechanisms, context, design quality, and inferential strength. Four key insights emerged: engagement dimensions should be separated; commitment forms distinguished; conversion depends on attributing positive work experiences to the organization; and interventions should follow dimensional diagnosis. Energized, meaningful work most coherently predicts affective commitment through support, justice, development, fit, identification, voice, psychological safety, and satisfaction. Normative commitment is constructive when reciprocity preserves choice, whereas continuance commitment may reflect dependency rather than attachment.]]>
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