Companies are seeking to focus, energize, and retain good employees by achieving both engagement and commitment. Yet, according to Gallup, less than 33% of the US workforce felt engaged with their work in 2014 (Adkins, 2015). One of the techniques that is being studied by scholars and applied by practitioners is to have and share a company higher purpose. This quantitative study empirically supports that having and sharing a company higher purpose positively impacts the level of an employee's workplace engagement and organizational commitment. The unique contribution of this research is that when an employee has a personal purpose, even if it is not specifically linked to the work they do, their level of engagement and commitment to the organization are higher and they experience a sense of life satisfaction that does not come from a shared company purpose. Engagement and commitment are positively affected when a company has a higher purpose that is shared, but our study found an even stronger positive affect on engagement (R? of 0.41 versus 0.29) when someone has identified a personal purpose. Demonstrating that the ideal state of high levels of engagement and commitment occur, with the added bonus of increased satisfaction with life, when an organization has a higher purpose, understands how to share this purpose and helps their employees identify their personal purpose. their personal purpose. [ABSTRACT FROM AUTHOR]