According to HBR, it is not. And the reason for this is because engagement is an ambiguous term. Engagement could mean job satisfaction, employee’s emotional investment in the company’s cause, willingness to invest extra effort, or advocating to others that the company is a great place to work. Despite the positive responses that employees give to engagement surveys, it can bear no direct relationship to the number of hours an employee spends on the job. In fact, some employees can be highly engaged yet working short hours. The opposite is also true: employees who are less engaged but work longer hours. Company initiatives that focus solely on engagement or performance without understanding the employee archetypes could have unintended negative consequences.
Source: Havard Business Review