This document summarizes a study on employee engagement in the IT industry. It begins with an introduction that defines employee engagement and discusses its importance. It then reviews the literature on the evolution of employee engagement and related concepts like commitment and organizational citizenship. Several definitions of employee engagement from different scholars are presented.
The objective of the study is to understand what encourages employees to go above and beyond in their work. The research design section describes how the researcher conducted interviews with HR professionals to discuss HR strategies and employee engagement practices. Key findings are that a positive work environment, recognition, and growth opportunities encourage engagement. Limitations include only analyzing one IT company.
A STUDY ON RELATIONSHIP BETWEEN EMPLOYEE ENGAGEMENT FACTORS AND ORGANIZATIONA...Steven Wallach
This document summarizes a research paper that studied the relationship between employee engagement factors and organizational commitment in the private banking sector. The study examined how factors like career development, HR practices, work environment, communication, and work-life balance related to employees' affective organizational commitment. A survey was administered to 100 employees in private banks in Bangalore. The results found a relationship between employee engagement factors and organizational commitment, and that engagement factors influence the commitment of bank employees. The document provides context on the importance of employee engagement and organizational commitment to retention, productivity, and organizational performance.
Employee engagement the key to organizationaliaemedu
This document summarizes an article from the International Journal of Management about employee engagement. The article discusses the evolution of employee engagement from earlier concepts like commitment and organizational citizenship behavior. It defines employee engagement as a positive attitude held by employees towards their organization where they are aware of business context and work to improve performance for the benefit of the organization. Engaged employees have a two-way relationship with their employer. The article also explores factors that influence engagement and the impact of engagement on organizational performance indicators like profitability and productivity.
A STUDY ON EMPLOYEE PERCEPTION TOWARDS ORGANISATIONAL COMMITMENT AND ITS IMPA...IAEME Publication
The organizations in both public and private sectors have been putting their efforts toward creating performance culture, which is characterized by a search for strategies to improve the contribution of both individuals and organizations to enhance the performance. The Organizational Commitment is found to be one of the factors associated with enhancing Job Performance. Higher affective Commitment towards an organisation is considered an important determinant of dedication and loyalty. Affectively committed employees considered to be having a sense of belonging and identification exhibit their increased involvement in organisation’s activities and their desire to perform well in the organisation. The perception that organisation values their wellbeing evidently led employees’ to identify the organization’s wellbeing with their own. This study portrait the behavioral aspects of the employees of the firm, exhibiting their commitment to the organization.
Effect of job design on employee satisfaction (a study of fertilizer companie...Alexander Decker
This document summarizes a research study that examined the effect of job design on employee satisfaction in fertilizer companies listed on the Lahore Stock Exchange. The study collected primary data through questionnaires distributed to 50 employees across two fertilizer companies. Job design variables like autonomy, task variety, task significance, task identity, and feedback were measured on a 5-point Likert scale. Employee satisfaction was measured on a 6-point Likert scale. Mean values, correlation analysis, and linear regression were used to analyze the relationship between job design and employee satisfaction. The results showed a strong positive correlation between job design and employee satisfaction, indicating that as job design improves, employee satisfaction increases.
A Study Of The Effect Of Organization, Employees Opinion, Experience And Comm...IOSR Journals
Employees form the basis and foundation for the growth of the organization just like a seed giving
rise to a huge tree bearing fruits and vegetables. The employees promote the growth of an organization to
produce useful products beneficial to mankind and the country. Employee satisfaction is defined as “a function
of perceived performance and expectations”. The reasons such as high stress, lack of communication within the
company, recognition, good working conditions or limited growth opportunities force the employees to resign.
My study is focussed on determining the effect of some of the above stated reasons on the employees in order to
achieve maximum career success. To assess the degree of Employee Satisfaction, Questionnaires were
administered to the employees in the real estate company taking a random of seventy employees for the study
and the research methodology to be used for analysis of the study was descriptive and inferential statistics. The
validity of the questionnaire was tested, using the Cronbach Reliability Calculator software. Further, the
influences of demographics such as gender, age, educational qualification, designation and years of experience on their opinions were examined by Chi-Square Test and the effect of the Constructs on Employee Satisfaction were determined by Regression Analysis.
Antecedents and consequences of employee engagement a literature reviewIJLT EMAS
An organization always focuses on getting success day
by day. And employees are the major resources of it. Manpower
is now no longer taken as resources , but the capital or asset to
the company . Therefore it is only possible to gain success if it is
having its employees engaged to the company. This study focuses
on various aspects of employee engagement. A descriptive study
is carried on to find out the key drivers to engagement and also
some outcomes of the concept were found out and accordingly a
model is proposed. Results demonstrate that Reward System ,
Job enrichment , Effective leadership ,Scope of advancement &
self-development, Employment security, Self-managed team &
decision making authority are the primary factors that brings
commitment towards the organization. The consequences can be
briefed as increased productivity , profitability and improved
employee turnover. The company where employee are engaged
and satisfied, gains a good perception and attention in the
market.
Antecedents And Consequences Of Employee Engagement A Literature ReviewBrittany Allen
This document summarizes a literature review on the antecedents (drivers) and consequences of employee engagement. It finds that key drivers of engagement include reward systems, job enrichment, effective leadership, opportunities for advancement and self-development, employment security, and employee involvement in decision-making. Consequences of engagement include increased productivity, profitability, customer satisfaction, and decreased employee turnover. The literature review examines various studies on the factors that influence engagement and the organizational benefits of engaged employees.
A STUDY ON RELATIONSHIP BETWEEN EMPLOYEE ENGAGEMENT FACTORS AND ORGANIZATIONA...Steven Wallach
This document summarizes a research paper that studied the relationship between employee engagement factors and organizational commitment in the private banking sector. The study examined how factors like career development, HR practices, work environment, communication, and work-life balance related to employees' affective organizational commitment. A survey was administered to 100 employees in private banks in Bangalore. The results found a relationship between employee engagement factors and organizational commitment, and that engagement factors influence the commitment of bank employees. The document provides context on the importance of employee engagement and organizational commitment to retention, productivity, and organizational performance.
Employee engagement the key to organizationaliaemedu
This document summarizes an article from the International Journal of Management about employee engagement. The article discusses the evolution of employee engagement from earlier concepts like commitment and organizational citizenship behavior. It defines employee engagement as a positive attitude held by employees towards their organization where they are aware of business context and work to improve performance for the benefit of the organization. Engaged employees have a two-way relationship with their employer. The article also explores factors that influence engagement and the impact of engagement on organizational performance indicators like profitability and productivity.
A STUDY ON EMPLOYEE PERCEPTION TOWARDS ORGANISATIONAL COMMITMENT AND ITS IMPA...IAEME Publication
The organizations in both public and private sectors have been putting their efforts toward creating performance culture, which is characterized by a search for strategies to improve the contribution of both individuals and organizations to enhance the performance. The Organizational Commitment is found to be one of the factors associated with enhancing Job Performance. Higher affective Commitment towards an organisation is considered an important determinant of dedication and loyalty. Affectively committed employees considered to be having a sense of belonging and identification exhibit their increased involvement in organisation’s activities and their desire to perform well in the organisation. The perception that organisation values their wellbeing evidently led employees’ to identify the organization’s wellbeing with their own. This study portrait the behavioral aspects of the employees of the firm, exhibiting their commitment to the organization.
Effect of job design on employee satisfaction (a study of fertilizer companie...Alexander Decker
This document summarizes a research study that examined the effect of job design on employee satisfaction in fertilizer companies listed on the Lahore Stock Exchange. The study collected primary data through questionnaires distributed to 50 employees across two fertilizer companies. Job design variables like autonomy, task variety, task significance, task identity, and feedback were measured on a 5-point Likert scale. Employee satisfaction was measured on a 6-point Likert scale. Mean values, correlation analysis, and linear regression were used to analyze the relationship between job design and employee satisfaction. The results showed a strong positive correlation between job design and employee satisfaction, indicating that as job design improves, employee satisfaction increases.
A Study Of The Effect Of Organization, Employees Opinion, Experience And Comm...IOSR Journals
Employees form the basis and foundation for the growth of the organization just like a seed giving
rise to a huge tree bearing fruits and vegetables. The employees promote the growth of an organization to
produce useful products beneficial to mankind and the country. Employee satisfaction is defined as “a function
of perceived performance and expectations”. The reasons such as high stress, lack of communication within the
company, recognition, good working conditions or limited growth opportunities force the employees to resign.
My study is focussed on determining the effect of some of the above stated reasons on the employees in order to
achieve maximum career success. To assess the degree of Employee Satisfaction, Questionnaires were
administered to the employees in the real estate company taking a random of seventy employees for the study
and the research methodology to be used for analysis of the study was descriptive and inferential statistics. The
validity of the questionnaire was tested, using the Cronbach Reliability Calculator software. Further, the
influences of demographics such as gender, age, educational qualification, designation and years of experience on their opinions were examined by Chi-Square Test and the effect of the Constructs on Employee Satisfaction were determined by Regression Analysis.
Antecedents and consequences of employee engagement a literature reviewIJLT EMAS
An organization always focuses on getting success day
by day. And employees are the major resources of it. Manpower
is now no longer taken as resources , but the capital or asset to
the company . Therefore it is only possible to gain success if it is
having its employees engaged to the company. This study focuses
on various aspects of employee engagement. A descriptive study
is carried on to find out the key drivers to engagement and also
some outcomes of the concept were found out and accordingly a
model is proposed. Results demonstrate that Reward System ,
Job enrichment , Effective leadership ,Scope of advancement &
self-development, Employment security, Self-managed team &
decision making authority are the primary factors that brings
commitment towards the organization. The consequences can be
briefed as increased productivity , profitability and improved
employee turnover. The company where employee are engaged
and satisfied, gains a good perception and attention in the
market.
Antecedents And Consequences Of Employee Engagement A Literature ReviewBrittany Allen
This document summarizes a literature review on the antecedents (drivers) and consequences of employee engagement. It finds that key drivers of engagement include reward systems, job enrichment, effective leadership, opportunities for advancement and self-development, employment security, and employee involvement in decision-making. Consequences of engagement include increased productivity, profitability, customer satisfaction, and decreased employee turnover. The literature review examines various studies on the factors that influence engagement and the organizational benefits of engaged employees.
11.a study on selected small and medium sized iron &steel firms in indiaAlexander Decker
This document summarizes a study on the impact of human resource management (HRM) practices on employee job satisfaction in small and medium sized iron and steel firms in India. The study collected responses from 45 employees across 17 firms. It found that HRM practices like performance appraisal, participation in decision making, training and development, and compensation had a significant positive association with job satisfaction. Performance appraisals and participation in decision making were found to have the highest positive impact on job satisfaction. The study aimed to evaluate the relationship between HRM practices and job satisfaction in this industry context.
A study on selected small and medium sized iron &steel firms in indiaAlexander Decker
This document discusses a study on the impact of human resource management (HRM) practices on employee job satisfaction in small and medium sized iron and steel firms in India. The study collected responses from 45 employees across 17 firms. It found that HRM practices like performance appraisal, participation in decision making, training and development, and compensation had a significant positive association with job satisfaction. Performance appraisals and participation in decision making were found to have the highest positive impact on job satisfaction, while practices like job rotation and recruitment/selection had little impact. The document provides background on HRM practices and definitions of job satisfaction from other studies to support its analysis.
This document provides an overview of human resource performance at automobile industries in India. It discusses how major automobile manufacturers recruit and train workers to improve performance. The study uses questionnaires and statistical analysis to examine perspectives of both employers and employees. It also reviews literature on the relationship between strategic human resource management and firm performance, and the role of HR functions in developing employee skills and aligning with business objectives. Key factors influencing worker performance are identified as social life, community, family, values, and work environment.
Increasing employee organizational commitment by correlating goal settingAlexander Decker
This document summarizes a research study that explores how to increase employee organizational commitment through goal setting, employee engagement, and workplace optimism. The study proposes a model linking these three factors, with goal setting positively correlating to employee engagement, engagement correlating to optimism, and optimism correlating to organizational commitment. The study reviews relevant literature, proposes three hypotheses linking the factors, describes the methodology used to test the hypotheses, discusses the results, and outlines implications and directions for future research.
Impact of Job Satisfaction on Employee Retention of IT Professionalsijtsrd
Human resources are the source of revenue of all types of an organization. The major challenge that organizations are facing today is not only managing these resources but also retaining them. Securing and retaining experienced employees plays an important task in any organization, because employees acquaintance and skills are vital to companies ability to be competitive cost-effectively. This paper focusing on employee satisfaction can positively impact the organization as it increases the productivity, performance, quality of work, profits & dedication to the organization, reduced turnover, superior attendance. Thus, this paper seeks to look at the impact of job satisfaction on employee retention of information technology professionals specifically the software engineers. Pavithra. P | Dr. V. M. Anitha Rajathi"Impact of Job Satisfaction on Employee Retention of IT Professionals" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-2 | Issue-3 , April 2018, URL: http://www.ijtsrd.com/papers/ijtsrd10884.pdf http://www.ijtsrd.com/management/management-development/10884/impact-of-job-satisfaction-on-employee-retention-of-it-professionals/pavithra-p
A Study of the Relationship between Work Engagement and Job Satisfaction in P...IJAEMSJORNAL
The purpose of this study is to investigate the relationship between work engagement and job satisfaction. The research aimed to examine each of ( equal opportunities, personal influence, nature of career, development opportunity, employee recognition, work challenge, supervisor behaviour, ethics and integrity, and job empowerment) and its relationship with job satisfaction in private companies in Erbil. The researcher used quantitative research method in order to measure the relationship between work engagement and job satisfaction, however only 108 respondents were participated in the current study. The researcher used multiple regression analysis to measure the relationship among variables. The researcher found that workplace challenge had the highest value among other work engagement elements = .671 and P-value = .000 which indicates that many private companies’ employees are engaged to their job because of time management, Overwhelming workloads and communication. This research highlighted the significance of workplace challenge that inspires the individuals to be more engaged to their organization. Employee engagement is a positive attitude towards the workplace and is the degree that an individual is bind to the organization. Only small number of employees had participated in this research from private companies in Kurdistan, which limits the outcome of the study.
This document summarizes a research study that examined the relationships between employee engagement, individual factors, organizational commitment, job satisfaction, and intention to quit. The study was conducted among 195 permanent employees in Indonesia. The findings showed that employee engagement positively affects job satisfaction but does not directly affect intention to quit. Employee engagement was also found to positively influence organizational commitment. Individual factors were found to positively impact organizational commitment as well. Job satisfaction was found to negatively relate to intention to quit.
Research proposal of sohail tariq (ms management science) uol SohailTariq16
This document provides information about a research study investigating the relationship between internal social media usage, employee engagement, organizational citizenship behavior (OCB), and power distance. The study aims to determine if internal social media engagement employees and affects OCB, and if power distance moderates the effects of the relationships between internal social media, employee engagement, and OCB. The document outlines the research questions, theoretical model, literature review on the key constructs, and hypotheses. The proposed methodology will target the service sector population but details of the sampling and data collection are not provided.
8.relationship of job involvement with employee performance -77-85Alexander Decker
1. The document discusses the relationship between job involvement and employee performance, with a focus on the moderating role of employee attitude.
2. Job involvement refers to the degree to which an employee is engaged in and committed to their work. Highly involved employees fully apply themselves physically, cognitively, and emotionally to their jobs.
3. Previous studies have found a positive relationship between job involvement and employee performance, but the authors aim to examine how employee attitude may impact this relationship. They hypothesize that job involvement will be more difficult if the job does not match the employee's preferences or liking.
Role of Work Engagement in Mediating the Effect of Leader Member Exchange on ...AJHSSR Journal
ABSTRACT : Employee performance is an important aspect that must be considered, because employee
performance is the result of work controlled by individual employees and can contribute to the success of the
organization in achieving its goals. This study aims to analyze the effect of LMX and work engagement on
employee performance, the effect of LMX on work engagement and the role of work engagement in mediating
the influence of LMX on the employee performance. The number of respondents used was 89 employees using
the saturated sample method. Data collection was carried out by interviewing, distributing questionnaires and
observations. The data analysis technique used is path analysis and single test. The results of the analysis show
that LMX has a significant positive effect on employee performance and work engagement, work engagement
has a significant positive effect on employee performance and work engagement partially mediates the effect of
LMX on employee performance. The implications in this study provide evidence that work engagement has an
important role because it can strengthen the influence of LMX in organizations to improve employee
performance.
KEYWORDS: leader member exchange, work engagement, employee performance
A Literature Review on the Effects of Employee Relation on Improving Employee...Christine Williams
This document provides a literature review on the effects of employee relations on improving employee performance. It examines key components of employee relationship management such as communication, participative leadership, shared goals and values, mutual trust, and motivation. The review finds that effective employee relations that incorporate these components can positively impact employee performance. Specifically, strong communication, participative leadership, shared goals between employees and management, high levels of mutual trust, and proper employee motivation are associated with improved employee performance. However, the document notes that past research on this topic has not thoroughly addressed the effects of employee relations on performance, and more empirical research is still needed.
This research proposal examines how internal social media impacts employee engagement and organizational citizenship behavior (OCB). The researcher aims to investigate whether internal social media increases employee engagement, whether engagement leads to higher OCB, and if voice behavior moderates these relationships. The proposal outlines three research questions, contributions of the study, four objectives, and a theoretical model showing relationships between internal social media, employee engagement, OCB, and voice behavior. The methodology will survey employees from service sector organizations using internal social media to test five hypotheses.
THE MEDIATING ROLE OF JOB CRAFTING ON THE EFFECT OF PERCEIVED ORGANIZATIONAL ...AJHSSR Journal
Perceived organizational support has a positive effect on job crafting and work engagement. Job crafting partially mediates the effect of perceived organizational support on work engagement. Employees who feel supported by their organization are more likely to engage in job crafting, which increases their work engagement. The study concluded that stronger perceived organizational support leads to higher job crafting and subsequently higher work engagement among employees.
A STUDY ON ORGANIZATION COMMITMENT AND JOB SATISFACTION IN SELECTED BUSINESS ...IAEME Publication
The purpose of this study is to analyze the relationship between job satisfaction and organizational commitment. Employees’ productivity is largely related to their level of job satisfaction and in fact, the turnover rate can be reduced with a higher level of organizational commitment. Therefore, it is important for an organization to study the relationships between these two variables. The database was collected from the organization through a well-structured questionnaire. The questionnaire consists of personal data, Questions related to the dimension organization commitment and job satisfaction in Selected BPOs in Tiruchirappalli. Hence the sample size for the study is 110 respondents by adopting Purposive sampling technique.
Impact of Employee Engagement on PerformanceIJAEMSJORNAL
Employee engagement is a vast concept and has a wide area of interpretation and thus each organisation interprets the meaning of employee engagement on its own terms, knowledge, and culture. Employee engagement is a relationship between the employee and the enterprise, an engaged employee is the one who is entirely engrossed in and ardent about their work and so takes positive steps to further the organisation's prestige and interests. The construct employee engagement is built on the foundation of concepts like organisation citizenship behaviour, employee commitment, and job satisfaction. Though it relates to and besets these concepts but employee engagement is broader in scope. In today's scenario organisations have started looking out for ways more stronger than only monetary incentives to keep employees involved and work towards goals, hence comes the role of employee engagement which helps the employees realise they are a part of the organisation and thus employees are emotionally connected to their organization and highly involved in their job with a great enthusiasm for the success of their employer, going an extra mile beyond the employment contractual agreement assuming all their efforts leads to the growth of what already belongs to them. Since Employee engagement is a fairly novel concept thus a lot of measurement metrics are not present to find out direct relationship between employee engagement and its impact on the performance of employees thus the purpose of this paper is to find out an Impact of employee engagement on the performance of the employees.
Employee engagement an emerging concept (1)Himanshu Tomar
This document discusses employee engagement as an emerging concept. It defines employee engagement and reviews factors that lead to engagement, such as career development, empowerment, fair treatment, and job satisfaction. Recent trends in engagement include addressing skills gaps, providing integrated experiences for employees, and focusing on employee happiness and growth. Ideas to increase engagement include assigning company values to employees, encouraging personal projects, assigning mentors for new employees, providing needed resources, and displaying team photos. The document concludes that employee engagement is important for employee and organizational growth.
Imperative of Staff Morale on Productivity of Manufacturing Companies in Nigeriaijtsrd
This study seeks to identify the factors, which affect staff morale in the organization and then make suggestions to ensure continues high morale of staff in the organization. The continues high morale of staff is of great interest and benefit to management who wish to enhance productivity on one hand and quality of working life on the other. Questionnaire is used as the main instrument for the collection of data as well as personal interviews and chats. using the simple random sampling technique. The main analytical tool, used is the Pearson Product Moment Correlation Coefficient. The data collected were collated and analysed using the Statistical Package for Social Sciences SPSS . The findings revealed that there is a negative and non significant correlation between staff morale in the organization and job characteristics with correlation coefficient r of 0.04. This indicates that job characteristic has little effect on the morale of the individual staff. There is also a negative and non significant relationship between staff morale and leadership characteristic. On the other hand the findings show a negative but significant relationship between staff morale and labour turnover while there exists a positive and significant relationship between staff morale and job satisfaction. Dr. Odogu Laime Isaac | Ogbogi Gabriel "Imperative of Staff Morale on Productivity of Manufacturing Companies in Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-7 | Issue-6 , December 2023, URL: https://www.ijtsrd.com/papers/ijtsrd61310.pdf Paper Url: https://www.ijtsrd.com/management/other/61310/imperative-of-staff-morale-on-productivity-of-manufacturing-companies-in-nigeria/dr-odogu-laime-isaac
This document summarizes a research study that examined the influence of organizational culture, work environment, and work motivation on employee discipline at PT Jasa Marga (Persero) TBK in Medan, North Sumatra, Indonesia. The study found that organizational culture, work environment, and motivation all had a positive and significant influence on employee discipline. A survey of 67 employees found that these three factors together explained 61.8% of the variability in employee discipline, while other unmeasured factors explained the remaining 38.2%. The study concludes that maintaining a positive organizational culture, work environment, and motivation levels can help improve employee discipline at the company.
My dissertation i good very good marks on it i want everyone to look and get the best idea how to get the work done, hope you are gonna love my job, please check chapter 2 and you will get to know how to work on that. I got very good feedback on that from my supervisor too...
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
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This document summarizes a study on the impact of human resource management (HRM) practices on employee job satisfaction in small and medium sized iron and steel firms in India. The study collected responses from 45 employees across 17 firms. It found that HRM practices like performance appraisal, participation in decision making, training and development, and compensation had a significant positive association with job satisfaction. Performance appraisals and participation in decision making were found to have the highest positive impact on job satisfaction. The study aimed to evaluate the relationship between HRM practices and job satisfaction in this industry context.
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This document discusses a study on the impact of human resource management (HRM) practices on employee job satisfaction in small and medium sized iron and steel firms in India. The study collected responses from 45 employees across 17 firms. It found that HRM practices like performance appraisal, participation in decision making, training and development, and compensation had a significant positive association with job satisfaction. Performance appraisals and participation in decision making were found to have the highest positive impact on job satisfaction, while practices like job rotation and recruitment/selection had little impact. The document provides background on HRM practices and definitions of job satisfaction from other studies to support its analysis.
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Impact of Job Satisfaction on Employee Retention of IT Professionalsijtsrd
Human resources are the source of revenue of all types of an organization. The major challenge that organizations are facing today is not only managing these resources but also retaining them. Securing and retaining experienced employees plays an important task in any organization, because employees acquaintance and skills are vital to companies ability to be competitive cost-effectively. This paper focusing on employee satisfaction can positively impact the organization as it increases the productivity, performance, quality of work, profits & dedication to the organization, reduced turnover, superior attendance. Thus, this paper seeks to look at the impact of job satisfaction on employee retention of information technology professionals specifically the software engineers. Pavithra. P | Dr. V. M. Anitha Rajathi"Impact of Job Satisfaction on Employee Retention of IT Professionals" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-2 | Issue-3 , April 2018, URL: http://www.ijtsrd.com/papers/ijtsrd10884.pdf http://www.ijtsrd.com/management/management-development/10884/impact-of-job-satisfaction-on-employee-retention-of-it-professionals/pavithra-p
A Study of the Relationship between Work Engagement and Job Satisfaction in P...IJAEMSJORNAL
The purpose of this study is to investigate the relationship between work engagement and job satisfaction. The research aimed to examine each of ( equal opportunities, personal influence, nature of career, development opportunity, employee recognition, work challenge, supervisor behaviour, ethics and integrity, and job empowerment) and its relationship with job satisfaction in private companies in Erbil. The researcher used quantitative research method in order to measure the relationship between work engagement and job satisfaction, however only 108 respondents were participated in the current study. The researcher used multiple regression analysis to measure the relationship among variables. The researcher found that workplace challenge had the highest value among other work engagement elements = .671 and P-value = .000 which indicates that many private companies’ employees are engaged to their job because of time management, Overwhelming workloads and communication. This research highlighted the significance of workplace challenge that inspires the individuals to be more engaged to their organization. Employee engagement is a positive attitude towards the workplace and is the degree that an individual is bind to the organization. Only small number of employees had participated in this research from private companies in Kurdistan, which limits the outcome of the study.
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Research proposal of sohail tariq (ms management science) uol SohailTariq16
This document provides information about a research study investigating the relationship between internal social media usage, employee engagement, organizational citizenship behavior (OCB), and power distance. The study aims to determine if internal social media engagement employees and affects OCB, and if power distance moderates the effects of the relationships between internal social media, employee engagement, and OCB. The document outlines the research questions, theoretical model, literature review on the key constructs, and hypotheses. The proposed methodology will target the service sector population but details of the sampling and data collection are not provided.
8.relationship of job involvement with employee performance -77-85Alexander Decker
1. The document discusses the relationship between job involvement and employee performance, with a focus on the moderating role of employee attitude.
2. Job involvement refers to the degree to which an employee is engaged in and committed to their work. Highly involved employees fully apply themselves physically, cognitively, and emotionally to their jobs.
3. Previous studies have found a positive relationship between job involvement and employee performance, but the authors aim to examine how employee attitude may impact this relationship. They hypothesize that job involvement will be more difficult if the job does not match the employee's preferences or liking.
Role of Work Engagement in Mediating the Effect of Leader Member Exchange on ...AJHSSR Journal
ABSTRACT : Employee performance is an important aspect that must be considered, because employee
performance is the result of work controlled by individual employees and can contribute to the success of the
organization in achieving its goals. This study aims to analyze the effect of LMX and work engagement on
employee performance, the effect of LMX on work engagement and the role of work engagement in mediating
the influence of LMX on the employee performance. The number of respondents used was 89 employees using
the saturated sample method. Data collection was carried out by interviewing, distributing questionnaires and
observations. The data analysis technique used is path analysis and single test. The results of the analysis show
that LMX has a significant positive effect on employee performance and work engagement, work engagement
has a significant positive effect on employee performance and work engagement partially mediates the effect of
LMX on employee performance. The implications in this study provide evidence that work engagement has an
important role because it can strengthen the influence of LMX in organizations to improve employee
performance.
KEYWORDS: leader member exchange, work engagement, employee performance
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A Study On Employee Engagement In Information Technology (IT) Industry
1. Indo-Iranian Journal of Scientific Research (IIJSR)
Volume 1, Issue 1, Pages 233-239, October-December 2017
233 | P a g e Website: www.iijsr.com
A Study on Employee Engagement in Information Technology (IT) Industry
J.Sasikala1
and Dr.Gomathi Sankar Jeganathan2
1
II MBA, Saveetha School of Management, Saveetha University, Chennai, Tamilnadu, India. Email: sasikala.skht@gmail.com
2
Assistant Professor, Saveetha School of Management, Saveetha University, Chennai, Tamilnadu, India. Email: gomsanj@gmail.com
Article Received: 15 October 2017 Article Accepted: 30 October 2017 Article Published: 08 December 2017
1. INTRODUCTION
Employee engagement is a process of keeping employees engaged towards their organisation‟s activities in order to
achieve their loyalty and increase their belongingness towards organisation. Employees are perceived as a resource
to be operated to their fullest, with little or no scope for co-decision making. Because of this stance on the
employment relationship, the interests of the employee are subordinate to that of the employer, resulting in a lack of
trust by employees towards the employer. This lack of trust will hinder the assistance of the engagement procedure.
Employee engagement is a relatively new concept in the academic community but has been heavily promoted by
consulting companies (Wefald & Downey 2009b). Scholars and practitioners in the HRM field tend to agree that
the required concept of engagement may help explain conduct at work, but they present different definitions of it.
Engagement can be defined as individuals giving all of themselves to their work (Kahn, 1990). Specifically, Kahn
proposed that engagement is “the harnessing of organization members‟ selves to their work roles; in engagement,
people employ and express themselves physically, cognitively, and emotionally during role performances” (p.694).
Understanding the pulls of engagement is a popular subject for organizations who wish to maximize employee
performance and well-being at work (Robinson, Perryman, & Hayday, 2004).
2. LITERATURE REVIEW
2.1 Evolution of Employee Engagement
Most references relate employee engagement to assessment centers and consultancies. The concept is relatively
new for HRM and appeared in the literatures for nearly two decades (Rafferty, Maben, West and Robinson, 2005;
Melcrum Publishing, 2005; Ellis and Sorensen, 2007). Employee engagement originates mainly from two concepts
that have won academic recognition and have been the subjects of empirical research-Commitment and
Organizational Citizen Behaviour (OCB) (Robinson, Perryman and Hayday, 2004; Rafferty et al., 2005).
Employee engagement has similarities to and overlaps with the above two concepts. Robinson et al. (2004).
ABSTRACT
This study investigates various techniques employed to engage people in the organization. Since employee engagement has been discussed in the
academic literature and corporate reports for more than decades; it is significant to examine the techniques and its consequences. Previous studies
have been referred to formulate interview questions. Personal interview was carried out with human resource department people as well as the
employees. Employees were allowed to express their opinion unconditionally. The analysis is organized into two sections around the areas of human
resource management philosophies and employee engagement practices. The effectiveness of employee engagement program has also been
described. The limitation of this study is that it analyses a single IT entity. Findings from various researches have been compared to justify the
validity of the interview questions.
Keywords: Employee engagement, Human resource management and Organization culture.
2. Indo-Iranian Journal of Scientific Research (IIJSR)
Volume 1, Issue 1, Pages 233-239, October-December 2017
234 | P a g e Website: www.iijsr.com
3. EMPLOYEE ENGAGEMENT
The determination of this section is to address the conceptual differences among different schools of thought on the
definition of employee engagement to improve a conceptual footing for this study. Despite the high profile of
employee engagement, there are many different views and definitions of the subject. Having an engaged workforce
has become ever more important in recent years for organizations. Employee engagement is at the core of the
employment relationship. It is a topic which employers clasp in high esteem because of the idea of having an
engaged workforce.
According to Gennard and Judge (2014) Engagement which goes to the heart of the work place relationship is key
to overcoming obstacles that employees find difficult to perform at their peak. Armstrong (2012) a skilled HR
describes employee engagement as that readiness to go that extra mile. This coincides with employees giving more
than they are asked to an organization by working harder and longer than they intentionally must. Employee
engagement has been reported to have a strong link with satisfaction and it is regarded as one of the notions of the
subject.
Satisfaction according to Abraham (2012) as when an individual‟s working environment fulfils their needs, values
or personal characteristics. It should be noted that satisfaction is not engagement. Engaged employees tend to be
more dedicated, giving greater customer service. An engaged employee therefore possesses the qualities that an
organization needs to reach the next level giving the organization that edge in the market.
Melo (2011) states that a company no matter its size cannot gain that advantage without an engaged workforce.
Organizations that have an engaged workforce see benefits through customer satisfaction, retention and increasing
profits. According to Macey, Schneider, Barbera and Young (2009) individuals tend to be engaged when they join
the organization firstly and as they work for longer for the organization this tends to wear away. Macey et al (2009)
has stated that this is due to when new employees join they feel the need and pressure to be engaged, however as
time goes so does this pressure leading them to become more disinterested with their work.
Macleod and Brady (2008) state that “engagement is a tool to be used to make your organization function better,
not primarily to make your employees feel better”. This emphasizes that engagement is the key to a successful
working environment and not a mechanism used to merely create a more satisfied workforce.
Employee engagement has become a hot topic in recent years among consulting firms and in the popular business
press. However, employee engagement has seldom been studied in the academic literature and comparatively
modest is known about its background and consequences (Alan M. Saks, 2006). Truss, Soane, Edwards, Wisdom,
Croll and Burnett (2006) have given a clearer definition on employee engagement, they mention that it is all about
feeling positive about your job. Truss et al (2006) also mention that engaged workers are passionate, energetic,
committed, immersed and dedicated to their work.
3. Indo-Iranian Journal of Scientific Research (IIJSR)
Volume 1, Issue 1, Pages 233-239, October-December 2017
235 | P a g e Website: www.iijsr.com
Erikson (2005, p.14) has stated that “Engagement is above and beyond simple satisfaction with the employment
arrangement or basic loyalty to the employer. Engagement in contrast is about passion and commitment.”
Engagement is therefore clearly a concept derived from the topics discussed below and cannot be directly linked to
just one specific topic [1-21] as a similarity.
These relationships are expected because engagement itself is often described as a positive and fulfilling state of
mind, assumed to be enjoyable for employees (Schaufeli, Salanova, González-Roma, & Bakker, 2002). Given the
purported benefits of engagement, identifying and understanding its antecedents is on the agenda of scholars and
practitioners alike [22-32].
Kahn (1990) developed a view that “employee engagement is the harnessing organizations members‟ selves to
their work roles; in engagement, people employ and express themselves physically, cognitively and emotionally
during role performances”.
4. OBJECTIVE
The objective of this study is to try to find out what encourages employees to have a passion for the job they do,
which encourages them to exhibit discretionary determination thus going to the additional mile to do their job to the
very best of their talent.
Connecting of high employee engagement has been suggestion to high levels of individual performance as well as
increased organizational performance.
5. RESEARCH DESIGN
Primary data Interviews are one-on-one question and answer sessions and provide much information from people
and being useful when one wants to get an expert or opinion on a subject. The researcher assumes that in one on one
interviews, people discuss their ideas openly.
The researcher‟s task is to interview the HR in operations team. As they specialize in HR practices, they are the best
people to discuss HR strategies and Employee Engagement.
Before the interview the researcher is asked to sit in the induction session to know about the company‟s rules,
regulation, policies and procedures. Researcher is informed to consider two things; first thing is that it is mandatory
to complete two certifications (a) Security test (b) code of conduct and second thing is to sign the documentation
and non-disclosure form. Then researcher is introduced to coworkers and kept under observation for one day, to
understand the process of HR operations team.
4. Indo-Iranian Journal of Scientific Research (IIJSR)
Volume 1, Issue 1, Pages 233-239, October-December 2017
236 | P a g e Website: www.iijsr.com
Later researcher is provided with access, ID card, Official mail Id and companies‟ kit (Book, Mug, Pen and
Holder). Then the researcher is trained to assist in the company‟s web portal which run with support of oracle
software.
6. KEY FINDINGS
Considering the working environment as it is regularly moving and extremely busy which intended that
interviewee would have little time during the day to complete the interview. Also it is difficult to get a date and time
fixed to spend one to one discussion regarding HR practices in the company.
As the interviewee explained HR activities has been divided into three major divisions in the company namely.
Payroll has been out sourced by the company.
1. Operating Team
2. Talent acquisition Team
3. Business partner Team
7. OPERATING TEAM
As the name states operating team takes care complete operations of an employee after joining from onboarding,
documentations, background verification, induction program, providing access card, Id card, helping in gift claims,
insurance claims and assistance in statutory and non-statutory needs to exit interview and exit procedure through
web portal and manual assistance.
8. TALENT ACQUISITION
Talent acquisition is the team which takes care of recruitment through different resources like online web portals,
referrals, internal movements, and international movements depending on the client‟s requirement.
9. BUSINESS PARTNER TEAM
Business partners are the persons who acts as middle man between the organization and the employee. Who is
authorized to handle face to face grievance support them through operating and talent acquisition teams.
10. PAYROLL
It is top level management decision to outsource the payroll activity.
11. NO. OF HR’S
Every branch has there set of Business partner HR‟s, but from Chennai branch all the major activities takes place
so, we have around 35 members as constant HR‟s and 10 HR‟s in movement.
5. Indo-Iranian Journal of Scientific Research (IIJSR)
Volume 1, Issue 1, Pages 233-239, October-December 2017
237 | P a g e Website: www.iijsr.com
12. WEB PORTAL
Which is used to update personal information, set goals and appraisals, request travels, take time off, claim
expenses and learner zone to guide and step-up the career growth. It also updates you with policies and procedures.
Make someone happy send an appreciation, which is recognizing the employee‟s performance
instantly through web portal.
To connect and collaborate across the company, which is like social website that helps in
maintaining the group, to keep in touch with one another and keep them updated.
It is used to upload, share and play back the videos of employee‟s achievements to encourage them
through their career growth.
It is used to scout the best talent through referrals and interviews.
It is used to plan, track the logs which is used to enter time, plan your project, assign tasks, track
requirements, track defects.
It is used to visualize the company‟s performance in revenue, Account margin, cost with trends,
account view with planned values and drill down to project level data.
13. HELP DESK SERVICE
It is used to get HR support through web portal which will be supported by HR operations team according to the
level of the issue (L1 - Lower, L2 - Medium, L3 - Higher).
1. Based on the level of issues (L1, L2, L3) help desk service is arranged and given importance.
Employee engagement in November
14. REFRESH MEETINGS
Monthly twice a refresh meeting with employees to discuss new ideas and encourage them to apply those ideas
further in their career, they can open up and speak to their colleagues and also with their supervisors regarding any
changes or needs.
15. DANDIYA CELEBRATIONS
Researcher has given opportunity to organize dandiya night to the employees. It is challenge to researcher as it is
new environment and location to organize dandiya. To understand the situation of the organization and its previous
celebration method / process/ procedure. All the details has been communicated / circulated to the employees
through mails and postures inside the company. With the support from HR team the researcher has been able
conduct the employee‟s dandiya Night successfully.
16. RELATIONSHIP BETWEEN EMPLOYEE ENGAGEMENT AND JOB SATISFACTION
When an employee is engaged with his will and mind to work and he/she is readily participative that means that
he/she is happy / satisfied with his job and company.
6. Indo-Iranian Journal of Scientific Research (IIJSR)
Volume 1, Issue 1, Pages 233-239, October-December 2017
238 | P a g e Website: www.iijsr.com
17. FUTURE OF HUMAN RESOURCE MANAGEMENT
As long as human interference / involvement exist in the area of business, the human resource management
involvement will evolve.
18. CONCLUSION AND DISCUSSION
Researcher was given opportunity to perform onboarding (certificate verification, documentation) and supporting
help desk activities in web portal service. Based on the working environment and support services need the
researcher has been given opportunity to explore the on hand job.
Researcher was given freedom to access web portal and allowed to handle situations with guidance and support of
HR Team. Researcher was able to understand the importance and responsibilities of HR operation / practices
towards employee engagement from induction to exit interview.
In the interview about the employee engagement, interviewee explained being and an employee with job
satisfaction was always engaged with company‟s activities which in turn increase in individual performance and
productivity towards organizations growth.
Based on the working environment and support services need the researcher has been given opportunity to explore
the on hand job and was able to understand the importance and responsibilities of HR operation / practices towards
employee engagement from induction to exit interview.
Based on the interview about the employee engagement, interviewee explained being and an employee and
engaged with company‟s activities which in turn increase in individual performance and productivity towards
organizations growth.
REFERENCES
[1] Abraham, S. (2012) „Job satisfaction as an Antecedent to Employee Engagement‟. SIES Journal of
Management, 8(2): pp.27-36.
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[7] Anil Lamba, "A Role Of Data Mining Analysis To Identify Suspicious Activity Alert System”, International
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[8] Anil Lamba, "To Classify Cyber-Security Threats In Automotive Doming Using Different Assessment
Methodologies”, International Journal for Technological Research in Engineering, Volume 3, Issue 3,
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[9] Anil Lamba, “A Study Paper On Security Related Issue Before Adopting Cloud Computing Service Model”,
International Journal for Technological Research in Engineering, Volume 3, Issue 4, pp.5837-5840, 2015.
[10] Anil Lamba, "Mitigating Zero-Day Attacks In IOT Using A Strategic Framework", International Journal for
Technological Research in Engineering, Volume 4, Issue 1, pp.5711-5714, 2016.
[11] Anil Lamba, "Identifying & Mitigating Cyber Security Threats In Vehicular Technologies", International
Journal for Technological Research in Engineering, Volume 3, Issue 7, pp.5703-5706, 2016.
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[15] Anil Lamba, "S4: A Novel & Secure Method For Enforcing Privacy In Cloud Data Warehouses", International
Journal for Technological Research in Engineering, Volume 3, Issue 8, pp.5707-5710, 2016.
[16] Anil Lamba, “Cyber Attack Prevention Using VAPT Tools (Vulnerability Assessment & Penetration
Testing)”, Cikitusi Journal for Multidisciplinary Research, Volume 1, Issue 2, July - December, pp.64-71, 2014.
[17] Anil Lamba, “A Through Analysis on Protecting Cyber Threats and Attacks on CPS Embedded Subsystems”,
International Journal of Current Engineering and Scientific Research (IJCESR), Volume-1, Issue-3, pp.48-55,
2014.
[18] Anil Lamba, “Analysing Sanitization Technique of Reverse Proxy Framework for Enhancing
Database-Security”, International Journal of Information and Computing Science, Volume 1, Issue 1, pp.30-44,
2014.
[19] Anil Lamba, “Enhancing Awareness of Cyber-Security and Cloud Computing using Principles of Game
Theory”, International Journal of Advanced in Management, Technology and Engineering Sciences, Volume III,
Issue I, pp.71-82, 2013.
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[24] Anil Lamba, “Resolve Security Policies Conflicts Through Semantics Matching Alignment”, International
Journal of Scientific Research and Review, Volume 2, Issue 2, pp.43-58, 2013.
[25] Anil Lamba, “A Detailed Analysis of Data Security in a cloud Environment”, SURAJ PUNJ Journal for
Multidisciplinary Research, Volume 3, Issue 2, pp.43-51, 2013.
[26] Anil Lamba, Satinderjeet Singh, Natasha Dutta, Sivakumar Sai Rela Muni, “Uses of Different Cyber Security
Service to Prevent Attack on Smart Home Infrastructure”, International Journal for Technological Research In
Engineering, Volume 1, Issue 11, pp. 5809-5813, July-2014.
[27] Anil Lamba, Satinderjeet Singh, Sachin Bhardwaj, Natasha Dutta, Sivakumar Sai Rela Muni, “Uses of
Artificial Intelligent Techniques to Build Accurate Models for Intrusion Detection System”, International Journal
for Technological Research In Engineering, Volume 2, Issue 12, pp. 5826-5830, August-2015.
[28] Anil Lamba, “Protecting “Cybersecurity & Resiliency” of Nation‟s Critical Infrastructure - Energy, Oil &
Gas”, International Journal of Current Research Volume 10, Issue, 12, pp.76865-76876, December, 2018.
[29] Anil Lamba, “API Design Principles & Security Best Practices – Accelerate your business without
compromising security”, Cyber Nomics, Volume-1, Issue-3, pp.21-25, Aug 2019.
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