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.
This document discusses literature on the concepts of work engagement and employee involvement. It defines work engagement as a heightened emotional and psychological connection to one's job and organization that involves vigor, dedication and absorption. Employee involvement is defined as empowering employees to participate in managerial decision-making appropriate to their level. The literature suggests that work engagement and high-involvement work practices can lead to positive employee attitudes, discretionary behaviors, well-being and improved performance.
“Identifying Key Engagement Drivers and level of Employee Engagement at Techn...IOSR Journals
An employee is said to be engaged when that employee uses discretionary effort. This means the employee works that extra mile without being asked. The engaged employee leads to better customer service, which leads to better customer satisfaction, which leads to increase in Revenue. This shows that to win the customer, we need to win the employee first. The key challenge lies in linking employee morale and bottom line, which means organizations not only have to retain employees but also engage them.
The study attempts to identify the Engagement drivers in a Technology Outsourcing firm at Hyderabad. The objective of the research is to identify key factors that contribute to Employee Engagement and analyze the level of Employee Engagement.
The Secondary Research was carried out by studying several research papers. A Questionnaire was designed with 25 Questions based on a revised model. A pilot study was conducted and findings were analyzed. The trends of the responses have been plotted and five factors that contribute to employee engagement have been derived. The categories of disagreement among the employees have been noted and recommendations have been made.
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.
Human Resource Practices and their Impact on Employee Commitment in the Catho...ijtsrd
This paper examines the impact of Human Resource Practices on Employee Commitment among teachers of the Catholic Education agency in the Diocese of Buea. Among the human resource practices considered were compensation, recognition, training, and working conditions. With a total of 1000 employees, 278 employees participated in the research. Questionnaires were used to collect the data based on convenience sampling. A survey research design was utilized in the research. The findings revealed that there was a positive relationship between the aforementioned practices and employee commitment. Conclusions, recommendations and indications for future research are discussed in the paper. Kengnjoh Michael Mbuwir "Human Resource Practices and their Impact on Employee Commitment in the Catholic Education Agency, Diocese of Buea, SWR Cameroon" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-7 | Issue-3 , June 2023, URL: https://www.ijtsrd.com.com/papers/ijtsrd57515.pdf Paper URL: https://www.ijtsrd.com.com/humanities-and-the-arts/education/57515/human-resource-practices-and-their-impact-on-employee-commitment-in-the-catholic-education-agency-diocese-of-buea-swr-cameroon/kengnjoh-michael-mbuwir
Workforce engagement: What it is, what drives it, and why it matters for orga...Andrea Kropp
This research article examines workforce engagement at the organizational level across 102 publicly traded companies. The researchers define workforce engagement as the aggregate work engagement experiences of individual employees in an organization. They hypothesize and find that workforce engagement significantly predicts organizational financial and customer metrics 1-2 years later, after controlling for industry. Additionally, they find that organizational practices, supervisory support, and work attributes are significant drivers of workforce engagement, and that workforce engagement mediates the relationship between these drivers and organizational performance. The study contributes to research on employee engagement by examining outcomes at the organizational level across diverse industries, using a predictive design, and investigating antecedents of and mediators in the workforce engagement-performance relationship.
This document summarizes a study that aimed to identify and measure the factors affecting organizational commitment among employees of Saigon Commercial Joint Stock Bank in Ho Chi Minh City, Vietnam. The study surveyed 285 bank employees. The results identified 6 factors influencing commitment: organizational rewards, direct managers, career development opportunities, family support, working conditions, and personality characteristics. The study found no differences in commitment based on gender, age, department or education, but did find differences based on working hours and income. The paper proposes implications to improve employee commitment at the bank.
This research measures relationship among employee participation and organizational commitment in targeted organizations. Organizational Commitment is measured through open interval model results, rational model results and human relations model results. Data collected from Textiles, Pharmaceutical and Telecom companies operating in Mumbai by using questionnaire with sample size of 219. Correlation and regression analysis is used to establish relationship amongst the variables and to prove the hypotheses. Results confirmed that Organizational Commitment increases when there is active participation of employee in organizations.
Organizations which delegate the authority to employees perform well as compared to those who don’t. Organizations who allow their employees to work in teams proved/shows more performance level than those who have non-team based/individualistic structure. This study has identified two kinds of direct participation which is associated with organisational commitment. It therefore has clear significance for proving a positive relationship between Employee participation and organisational commitment. The outcome of this research supports the argument for more participation of employees in decision making and work autonomy. No negative effect of Employee participation was found to exist in either prior research or this study.
This document discusses literature on the concepts of work engagement and employee involvement. It defines work engagement as a heightened emotional and psychological connection to one's job and organization that involves vigor, dedication and absorption. Employee involvement is defined as empowering employees to participate in managerial decision-making appropriate to their level. The literature suggests that work engagement and high-involvement work practices can lead to positive employee attitudes, discretionary behaviors, well-being and improved performance.
“Identifying Key Engagement Drivers and level of Employee Engagement at Techn...IOSR Journals
An employee is said to be engaged when that employee uses discretionary effort. This means the employee works that extra mile without being asked. The engaged employee leads to better customer service, which leads to better customer satisfaction, which leads to increase in Revenue. This shows that to win the customer, we need to win the employee first. The key challenge lies in linking employee morale and bottom line, which means organizations not only have to retain employees but also engage them.
The study attempts to identify the Engagement drivers in a Technology Outsourcing firm at Hyderabad. The objective of the research is to identify key factors that contribute to Employee Engagement and analyze the level of Employee Engagement.
The Secondary Research was carried out by studying several research papers. A Questionnaire was designed with 25 Questions based on a revised model. A pilot study was conducted and findings were analyzed. The trends of the responses have been plotted and five factors that contribute to employee engagement have been derived. The categories of disagreement among the employees have been noted and recommendations have been made.
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.
Human Resource Practices and their Impact on Employee Commitment in the Catho...ijtsrd
This paper examines the impact of Human Resource Practices on Employee Commitment among teachers of the Catholic Education agency in the Diocese of Buea. Among the human resource practices considered were compensation, recognition, training, and working conditions. With a total of 1000 employees, 278 employees participated in the research. Questionnaires were used to collect the data based on convenience sampling. A survey research design was utilized in the research. The findings revealed that there was a positive relationship between the aforementioned practices and employee commitment. Conclusions, recommendations and indications for future research are discussed in the paper. Kengnjoh Michael Mbuwir "Human Resource Practices and their Impact on Employee Commitment in the Catholic Education Agency, Diocese of Buea, SWR Cameroon" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-7 | Issue-3 , June 2023, URL: https://www.ijtsrd.com.com/papers/ijtsrd57515.pdf Paper URL: https://www.ijtsrd.com.com/humanities-and-the-arts/education/57515/human-resource-practices-and-their-impact-on-employee-commitment-in-the-catholic-education-agency-diocese-of-buea-swr-cameroon/kengnjoh-michael-mbuwir
Workforce engagement: What it is, what drives it, and why it matters for orga...Andrea Kropp
This research article examines workforce engagement at the organizational level across 102 publicly traded companies. The researchers define workforce engagement as the aggregate work engagement experiences of individual employees in an organization. They hypothesize and find that workforce engagement significantly predicts organizational financial and customer metrics 1-2 years later, after controlling for industry. Additionally, they find that organizational practices, supervisory support, and work attributes are significant drivers of workforce engagement, and that workforce engagement mediates the relationship between these drivers and organizational performance. The study contributes to research on employee engagement by examining outcomes at the organizational level across diverse industries, using a predictive design, and investigating antecedents of and mediators in the workforce engagement-performance relationship.
This document summarizes a study that aimed to identify and measure the factors affecting organizational commitment among employees of Saigon Commercial Joint Stock Bank in Ho Chi Minh City, Vietnam. The study surveyed 285 bank employees. The results identified 6 factors influencing commitment: organizational rewards, direct managers, career development opportunities, family support, working conditions, and personality characteristics. The study found no differences in commitment based on gender, age, department or education, but did find differences based on working hours and income. The paper proposes implications to improve employee commitment at the bank.
This research measures relationship among employee participation and organizational commitment in targeted organizations. Organizational Commitment is measured through open interval model results, rational model results and human relations model results. Data collected from Textiles, Pharmaceutical and Telecom companies operating in Mumbai by using questionnaire with sample size of 219. Correlation and regression analysis is used to establish relationship amongst the variables and to prove the hypotheses. Results confirmed that Organizational Commitment increases when there is active participation of employee in organizations.
Organizations which delegate the authority to employees perform well as compared to those who don’t. Organizations who allow their employees to work in teams proved/shows more performance level than those who have non-team based/individualistic structure. This study has identified two kinds of direct participation which is associated with organisational commitment. It therefore has clear significance for proving a positive relationship between Employee participation and organisational commitment. The outcome of this research supports the argument for more participation of employees in decision making and work autonomy. No negative effect of Employee participation was found to exist in either prior research or this study.
Employee Enagagement : An Inevitable Factor To Organizational Success in The ...JIANGUANGLUNG DANGMEI
Abstract
In the changing business environment due to competition and managing changes, organizations face difficulties
to maintain organizational success. However, the employee engagement is a concept which if
implemented properly can make a lot of difference in the organization. Employee engagement is defined as the positive
attitude of an employee towards the organization and its value which exert to greater discretionary effort to ensure
organizational success and sustainability. It is a simple fact that the engagement of employees towards their work and
organization can make a huge difference for the growth and survival of the organization. Almost all of the companies
now explore the possibilities for adopting employee engagement as a strategy for organizational growth and success
as employee engagement is highly associated with organizational performances. It is essential to understand employee
engagement as engaged employees who are fully involved and committed to their works are willing to go the extra
mile for their organization to ensure its success. This paper attempts to throw light on the nature of employee engagement
to ensure organizational success in the contemporary business.
Employee Engagement and Internal Communication- A United Arab Emirates StudyMariam Al Mazrouei
This summary provides an overview of the key points from the document:
[1] The document is a literature review for a study that explored which internal communication channels contribute to employee engagement in the United Arab Emirates.
[2] It defines employee engagement as the emotional commitment an employee feels toward their organization and its goals. Highly engaged employees are more productive, innovative, and loyal.
[3] Face-to-face communication, trust in leadership, and feeling pride in one's work are identified as major drivers of employee engagement. Cultural influences can also impact communication channel preferences.
The Effects of Employee Training on Organizational Commitment in Millennials ...Joaquín Van Thienen
This academic research paper served as a final evaluation for the senior-level course "Research Methods in Psychology".
The objectives of this project were:
- to conduct an in-depth literature review on a topic of interest in psychology, and
- to design an experimental research study based on this review.
(Data were provided by the instructor and did not reflect measurements obtained in real life).
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.
This document is a student's independent research paper on the influence of corporate social responsibility (CSR) on employee engagement. It begins with an abstract that summarizes the paper's objectives to discuss how CSR impacts employee engagement and organizational citizenship behavior, and how organizations can engage less engaged employees through CSR. The literature review then defines employee engagement and its components, examines theories on how CSR influences perceptions and engagement, and explores the relationship between CSR and engagement. The methodology outlines the research questions and qualitative approach using secondary data. Key findings are that CSR affects engagement through trust and identity, but some employees may differ in CSR perceptions; increasing CSR awareness and involvement can boost engagement.
Employee engagement refers to an employee's level of involvement and enthusiasm for their work. Highly engaged employees feel a strong emotional attachment to their organization and are motivated to help it succeed. Research has found that higher employee engagement leads to improved individual and organizational outcomes such as higher productivity, customer satisfaction, retention rates, and financial performance. Engagement is influenced by factors such as empowerment, meaningful work, good relationships, and rewards for high performance.
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.
International Journal of Business and Management Invention (IJBMI) inventionjournals
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
A Comparative Study Of Employee-Attitude Of Permanent And Temporary Employees...Sabrina Green
This document summarizes a study comparing the work attitudes of permanent and temporary employees in selected public sector undertakings in India. It provides background on issues around retaining employees and discusses previous literature on topics like job satisfaction, organizational commitment, and job involvement. The study aims to identify differences in work attitudes between permanent and temporary workers. Mann-Whitney and Wilcoxon-W tests were used to analyze survey data from these two groups. The findings section indicates some elements of job satisfaction like communication where significant differences were found between permanent and temporary employees.
A comprehensive study of Employee Engagement: Contemplating 7-D model in view...IJAEMSJORNAL
The study has been initiated to unfold the conceptual reality of a commonly used terminology in organization behavior study- employee engagement. The engagement of employees towards an organization is determined by their affective, cognitive and behavioural attributes which are in turn linked with various internal and external factors. These factors are identified and presented in various models with specific focus areas. The employee engagement index, the measuring indicator, is a reflection of multiple self-determining factors. This study unveiled the factors while analyzing the annual reports for FY 2018-19 of NIFTY 50 companies. The key focus areas have been identified and an all-encompassing 7-Dimensional model has been proposed to determine the objective-oriented factors to prepare relevant questionnaires for ascertaining Employee Engagement Index.
This document summarizes a critical review of the relationship between job satisfaction and organizational citizenship behavior (OCB). It finds that most research has shown a positive relationship between job satisfaction and OCB. Job satisfaction is influenced by both intrinsic and extrinsic factors. When employees are satisfied, they are more likely to display OCB through voluntary helpful behaviors towards colleagues and the organization. While a few studies found no relationship, the majority of evidence suggests higher job satisfaction translates to higher levels of OCB.
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 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.
This is a structure of a typical research proposalContents paGrazynaBroyles24
This is a structure of a typical research proposal:
Contents page
Introduction
Literature review
Methodology
Reflections and Resources
Bibliography
Appendices
There is no research question or aims and objectives. Critical evaluation.
Introduction
The success of an organization or corporation is contingent upon the level of employee motivation. Motivation is critical to the accomplishment of the organization's goals and objectives. It is critical for firms with varied cross-cultural teams to guarantee that their employees are highly engaged. The management is responsible for ensuring that workplace goals and objectives are consistent with the company culture (Vlaev et al., 2019). Setting workplace goals is critical for establishing and monitoring the organization's level of employee motivation (Pang & Lu, 2018). Employee commitment, engagement, and motivation are critical components of an organization's success. Financial remuneration practices play a significant role in motivating employees.
According to many surveys, if an organization does not try to motivate its employees through monetary incentives, the organization is likely to have low performance (Vlaev et al., 2019). Organizations in the United States work diligently to increase employee engagement through monetary and financial pay and awards. Financial and monetary incentives have a stronger effect on employee motivation, according to studies (Pang & Lu, 2018). The United States government has implemented policies aimed at increasing compensation and incentive programs throughout all sectors of the labor market (Vlaev et al., 2019). As with any other firm, the government is attempting to improve employee performance through a variety of financial incentives.
The Federal Reserve System is the United States of America's central bank. It is in responsible of issuing currency to all financial institutions and exercising influence over the economy via monetary policy (Coccia & Igor, 2018). The Federal Reserve System has a number of financial incentives in place to motivate its personnel. Several of these tools include the following:
· This assists in meeting rental obligations.
· Gratuities are paid to all contract employees. This is a component of their terminal benefits and a token of appreciation for their long-term contribution to the business.
· Employees are eligible for personal loans and medical insurance coverage if they have worked for the bank for an extended length of time.
Problem Statement
Numerous researchers have sought to determine the effect of motivation on working institutions. According to research, motivating employees increases their performance and morale by making them feel wanted in the workplace (Coccia & Igor, 2018). However, there is a dearth of research on the effect of financial incentives on employee motivation. The purpose of this study is to close this gap by determining the relationship between financial incentives and employee motivation. Th ...
A Review Of Employee Engagement Empirical StudiesSean Flores
This document summarizes a research article about employee engagement. It begins by stating that the article aims to analyze the role of employee engagement in human resource management discussions. It then reviews literature on the topic, beginning with Kahn's (1990) definition of engagement as involving physical, cognitive, and emotional presence during work. Subsequent studies expanded this view of engagement as involving vigor, dedication, and absorption. The document reviews several studies from 1990 onward that built upon Kahn's work and developed the understanding of factors influencing engagement, such as meaningfulness, safety, availability, motivation, and commitment.
The Effects of Motivation on Employees’ Commitment in the Banking Industry in...ijtsrd
Banking industry represent a proportion of the service sector in every country and it is widely recognized that they contribute to employment growth. Since business establishments are human organizations, people are very essential in its existence and success. In spite of the efforts being made by the financial industries to improve staff commitment, employees’ motivation is still relatively challenging. This study adopted survey design because it provides the opportunity to describe the variables through the collection of primary data with the use of structured questionnaire. The population of this research is 5,200 employees of national, state and unit banks located across Lagos State, Nigeria. The sample frame from which employees of banks from the five geo political zones in Lagos State Badagry, Mainland, Epe, Island, and Ikorodu were selected regardless of their location in the State. This research work considered all participating banks in Lagos State. Senior and junior staff of participating banks were selected within the framework and a total of one thousand five hundred 1500 respondents were used. A self constructed and validated instrument titled, Staff Motivation and Employees Commitment in Banks Questionnaire SMECBQ . This was validated and a reliability test was performed, and the Cronbach’s alpha for the whole instrument is 0.79. The result showed that the questionnaire has a high level of reliability. The results of the findings revealed that The Pearson Correlation of motivation and employees’ job commitment was computed and established as 0.289 p value=0.000 showing a weak significant and positive relationship between the two variables. This means that there is a weak positive relationship between motivation and employees’ job commitment in the banks in Lagos State. The study concluded as motivation increases so do employees’ job commitment to the banks. Hence it was recommended that banks should align their reward system with those of other comparable institutions and that the safety and health needs of staff should continue to be addressed particularly for those on the field. Odunayo, H. A. "The Effects of Motivation on Employees’ Commitment in the Banking Industry in Lagos State, Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-6 , October 2022, URL: https://www.ijtsrd.com/papers/ijtsrd51843.pdf Paper URL: https://www.ijtsrd.com/humanities-and-the-arts/education/51843/the-effects-of-motivation-on-employees’-commitment-in-the-banking-industry-in-lagos-state-nigeria/odunayo-h-a
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.
MEASURING THE INFLUENCE OF MOTIVATIONAL TECHNIQUES ON EMPLOYEE PERFORMANCE AN...IAEME Publication
The current study is titled “Measuring the influence of Motivational techniques on employee performance and level of satisfaction with reference to IT Sector in Chennai”. Selected staff from employees from selected information sector in Chennai, at various positions was used in order to examine and analyze the factors which contribute to employee performance levels. The independent variables in this case are motivation, perceived usefulness and perceived ease of use. The dependent variable is employee performance. Questionnaires were distributed among respondents who are employed in the information sector. The resulting data was processed through frequency analysis, reliability analysis, descriptive analysis, correlation analysis and regression analysis by using SPSS version 21. The findings reveal that there exists a positive significant relationship between all the independent variables and the dependent variable, which is employee performance. The Research hypothesis is supported.
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 CRITICAL ANALYSIS OF L...Lisa Cain
This document summarizes a literature review on the antecedents and consequences of employee engagement. It begins by discussing the evolution of the concept of employee engagement over time, from early definitions focusing on involvement and satisfaction to more recent definitions incorporating vigor, dedication and absorption. It then examines four major constructs of engagement: personal engagement, burnout/engagement, work engagement, and employee engagement. Next, it compares the perspectives of practitioners and academics on engagement and discusses how perceptions of engagement may differ between generational cohorts in the workplace. Finally, it explores some of the antecedents and consequences of engagement that have been identified in previous research literature. In general, the document provides a high-level overview of the key topics and debates within
Article Paragraph Example. How To Write A 5 ParagrapBrittany Allen
The documents present differing views of America's history with race relations. President Reagan argues that Americans should have a positive view of their country's history and values of morality. Senator Obama says modern Americans must acknowledge the struggles and inequalities in the country's past that have guided how Americans relate to each other and the world today. The documents disagree on how Americans should think about their country's history regarding race.
Exploring Writing Paragraphs And Essays By John LanganBrittany Allen
The document provides instructions for requesting writing assistance from HelpWriting.net in 5 steps:
1. Create an account with a password and email.
2. Complete a 10-minute order form with instructions, sources, deadline, and attach a sample for style imitation.
3. Review bids from writers and choose one based on qualifications, history, and feedback, then pay a deposit.
4. Review the completed paper and authorize full payment or request revisions if needed.
5. Choose HelpWriting.net for original, high-quality content with the option of revisions and a refund if plagiarized.
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In the changing business environment due to competition and managing changes, organizations face difficulties
to maintain organizational success. However, the employee engagement is a concept which if
implemented properly can make a lot of difference in the organization. Employee engagement is defined as the positive
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This summary provides an overview of the key points from the document:
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[2] It defines employee engagement as the emotional commitment an employee feels toward their organization and its goals. Highly engaged employees are more productive, innovative, and loyal.
[3] Face-to-face communication, trust in leadership, and feeling pride in one's work are identified as major drivers of employee engagement. Cultural influences can also impact communication channel preferences.
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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.
This document is a student's independent research paper on the influence of corporate social responsibility (CSR) on employee engagement. It begins with an abstract that summarizes the paper's objectives to discuss how CSR impacts employee engagement and organizational citizenship behavior, and how organizations can engage less engaged employees through CSR. The literature review then defines employee engagement and its components, examines theories on how CSR influences perceptions and engagement, and explores the relationship between CSR and engagement. The methodology outlines the research questions and qualitative approach using secondary data. Key findings are that CSR affects engagement through trust and identity, but some employees may differ in CSR perceptions; increasing CSR awareness and involvement can boost engagement.
Employee engagement refers to an employee's level of involvement and enthusiasm for their work. Highly engaged employees feel a strong emotional attachment to their organization and are motivated to help it succeed. Research has found that higher employee engagement leads to improved individual and organizational outcomes such as higher productivity, customer satisfaction, retention rates, and financial performance. Engagement is influenced by factors such as empowerment, meaningful work, good relationships, and rewards for high performance.
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.
International Journal of Business and Management Invention (IJBMI) inventionjournals
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
A Comparative Study Of Employee-Attitude Of Permanent And Temporary Employees...Sabrina Green
This document summarizes a study comparing the work attitudes of permanent and temporary employees in selected public sector undertakings in India. It provides background on issues around retaining employees and discusses previous literature on topics like job satisfaction, organizational commitment, and job involvement. The study aims to identify differences in work attitudes between permanent and temporary workers. Mann-Whitney and Wilcoxon-W tests were used to analyze survey data from these two groups. The findings section indicates some elements of job satisfaction like communication where significant differences were found between permanent and temporary employees.
A comprehensive study of Employee Engagement: Contemplating 7-D model in view...IJAEMSJORNAL
The study has been initiated to unfold the conceptual reality of a commonly used terminology in organization behavior study- employee engagement. The engagement of employees towards an organization is determined by their affective, cognitive and behavioural attributes which are in turn linked with various internal and external factors. These factors are identified and presented in various models with specific focus areas. The employee engagement index, the measuring indicator, is a reflection of multiple self-determining factors. This study unveiled the factors while analyzing the annual reports for FY 2018-19 of NIFTY 50 companies. The key focus areas have been identified and an all-encompassing 7-Dimensional model has been proposed to determine the objective-oriented factors to prepare relevant questionnaires for ascertaining Employee Engagement Index.
This document summarizes a critical review of the relationship between job satisfaction and organizational citizenship behavior (OCB). It finds that most research has shown a positive relationship between job satisfaction and OCB. Job satisfaction is influenced by both intrinsic and extrinsic factors. When employees are satisfied, they are more likely to display OCB through voluntary helpful behaviors towards colleagues and the organization. While a few studies found no relationship, the majority of evidence suggests higher job satisfaction translates to higher levels of OCB.
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 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.
This is a structure of a typical research proposalContents paGrazynaBroyles24
This is a structure of a typical research proposal:
Contents page
Introduction
Literature review
Methodology
Reflections and Resources
Bibliography
Appendices
There is no research question or aims and objectives. Critical evaluation.
Introduction
The success of an organization or corporation is contingent upon the level of employee motivation. Motivation is critical to the accomplishment of the organization's goals and objectives. It is critical for firms with varied cross-cultural teams to guarantee that their employees are highly engaged. The management is responsible for ensuring that workplace goals and objectives are consistent with the company culture (Vlaev et al., 2019). Setting workplace goals is critical for establishing and monitoring the organization's level of employee motivation (Pang & Lu, 2018). Employee commitment, engagement, and motivation are critical components of an organization's success. Financial remuneration practices play a significant role in motivating employees.
According to many surveys, if an organization does not try to motivate its employees through monetary incentives, the organization is likely to have low performance (Vlaev et al., 2019). Organizations in the United States work diligently to increase employee engagement through monetary and financial pay and awards. Financial and monetary incentives have a stronger effect on employee motivation, according to studies (Pang & Lu, 2018). The United States government has implemented policies aimed at increasing compensation and incentive programs throughout all sectors of the labor market (Vlaev et al., 2019). As with any other firm, the government is attempting to improve employee performance through a variety of financial incentives.
The Federal Reserve System is the United States of America's central bank. It is in responsible of issuing currency to all financial institutions and exercising influence over the economy via monetary policy (Coccia & Igor, 2018). The Federal Reserve System has a number of financial incentives in place to motivate its personnel. Several of these tools include the following:
· This assists in meeting rental obligations.
· Gratuities are paid to all contract employees. This is a component of their terminal benefits and a token of appreciation for their long-term contribution to the business.
· Employees are eligible for personal loans and medical insurance coverage if they have worked for the bank for an extended length of time.
Problem Statement
Numerous researchers have sought to determine the effect of motivation on working institutions. According to research, motivating employees increases their performance and morale by making them feel wanted in the workplace (Coccia & Igor, 2018). However, there is a dearth of research on the effect of financial incentives on employee motivation. The purpose of this study is to close this gap by determining the relationship between financial incentives and employee motivation. Th ...
A Review Of Employee Engagement Empirical StudiesSean Flores
This document summarizes a research article about employee engagement. It begins by stating that the article aims to analyze the role of employee engagement in human resource management discussions. It then reviews literature on the topic, beginning with Kahn's (1990) definition of engagement as involving physical, cognitive, and emotional presence during work. Subsequent studies expanded this view of engagement as involving vigor, dedication, and absorption. The document reviews several studies from 1990 onward that built upon Kahn's work and developed the understanding of factors influencing engagement, such as meaningfulness, safety, availability, motivation, and commitment.
The Effects of Motivation on Employees’ Commitment in the Banking Industry in...ijtsrd
Banking industry represent a proportion of the service sector in every country and it is widely recognized that they contribute to employment growth. Since business establishments are human organizations, people are very essential in its existence and success. In spite of the efforts being made by the financial industries to improve staff commitment, employees’ motivation is still relatively challenging. This study adopted survey design because it provides the opportunity to describe the variables through the collection of primary data with the use of structured questionnaire. The population of this research is 5,200 employees of national, state and unit banks located across Lagos State, Nigeria. The sample frame from which employees of banks from the five geo political zones in Lagos State Badagry, Mainland, Epe, Island, and Ikorodu were selected regardless of their location in the State. This research work considered all participating banks in Lagos State. Senior and junior staff of participating banks were selected within the framework and a total of one thousand five hundred 1500 respondents were used. A self constructed and validated instrument titled, Staff Motivation and Employees Commitment in Banks Questionnaire SMECBQ . This was validated and a reliability test was performed, and the Cronbach’s alpha for the whole instrument is 0.79. The result showed that the questionnaire has a high level of reliability. The results of the findings revealed that The Pearson Correlation of motivation and employees’ job commitment was computed and established as 0.289 p value=0.000 showing a weak significant and positive relationship between the two variables. This means that there is a weak positive relationship between motivation and employees’ job commitment in the banks in Lagos State. The study concluded as motivation increases so do employees’ job commitment to the banks. Hence it was recommended that banks should align their reward system with those of other comparable institutions and that the safety and health needs of staff should continue to be addressed particularly for those on the field. Odunayo, H. A. "The Effects of Motivation on Employees’ Commitment in the Banking Industry in Lagos State, Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-6 , October 2022, URL: https://www.ijtsrd.com/papers/ijtsrd51843.pdf Paper URL: https://www.ijtsrd.com/humanities-and-the-arts/education/51843/the-effects-of-motivation-on-employees’-commitment-in-the-banking-industry-in-lagos-state-nigeria/odunayo-h-a
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.
MEASURING THE INFLUENCE OF MOTIVATIONAL TECHNIQUES ON EMPLOYEE PERFORMANCE AN...IAEME Publication
The current study is titled “Measuring the influence of Motivational techniques on employee performance and level of satisfaction with reference to IT Sector in Chennai”. Selected staff from employees from selected information sector in Chennai, at various positions was used in order to examine and analyze the factors which contribute to employee performance levels. The independent variables in this case are motivation, perceived usefulness and perceived ease of use. The dependent variable is employee performance. Questionnaires were distributed among respondents who are employed in the information sector. The resulting data was processed through frequency analysis, reliability analysis, descriptive analysis, correlation analysis and regression analysis by using SPSS version 21. The findings reveal that there exists a positive significant relationship between all the independent variables and the dependent variable, which is employee performance. The Research hypothesis is supported.
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 CRITICAL ANALYSIS OF L...Lisa Cain
This document summarizes a literature review on the antecedents and consequences of employee engagement. It begins by discussing the evolution of the concept of employee engagement over time, from early definitions focusing on involvement and satisfaction to more recent definitions incorporating vigor, dedication and absorption. It then examines four major constructs of engagement: personal engagement, burnout/engagement, work engagement, and employee engagement. Next, it compares the perspectives of practitioners and academics on engagement and discusses how perceptions of engagement may differ between generational cohorts in the workplace. Finally, it explores some of the antecedents and consequences of engagement that have been identified in previous research literature. In general, the document provides a high-level overview of the key topics and debates within
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Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
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Antecedents And Consequences Of Employee Engagement A Literature Review
1. International Journal of Latest Technology in Engineering, Management & Applied Science (IJLTEMAS)
Volume VI, Issue IV, April 2017 | ISSN 2278-2540
www.ijltemas.in Page 33
Antecedents and Consequences of Employee
Engagement: A Literature review
Smita Barik , Aastha Kochar
Department of MBA , Noida Institute of Engineering and Technology, Greater Noida
Department of Management, Birla Institute of Technology, Mesra
Abstract: 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.
Keywords: benefits, engagement, job satisfaction, productivity
I. INTRODUCTION
n this competitive edge, employee engagement is the most
emerging issue that is dragging its attention towards
succession of an organization. It has been realized that
organization with highly engaged employees picks the key to
earn more revenue as compared to the ones with disengaged
employees (Gerard H. Seijts and Dan Crim , 2006). Gone
those days when retention of talent was an important key
source to achieve success, the era now demands fully
engaging the talent and capturing their minds at every step of
work lives. Further it may be said that Employee engagement
not only results into higher productivity, talent retention and
increased loyalty but also it can bring customer satisfaction
and company reputation (Nancy R. Lockwood, 2007). A book
by Buckingham & Coffman named „ First Break All The
Rules‟ in 1999 brought focus on employee engagement for the
first time in corporate world(Sundaram Priyadarshinie &
Radhika Bhutani , 2013). As Jack and Suzy Welch suggest:
“Employee engagement first goes without saying that no
company, small or large, can win over the long run without
energized employees who believe in the mission and
understand how to achieve it” ( J.Welch& S.Welch (2006). In
other words, it can be said that employee engagement is kind
of something that people expect from an organization when
they start their new job. Again the organization they desire to
work in should be proactive and innovative so that they can be
focused, passionate and want to be a part of it(Walk, T.
(2012).According to May, Gilson, and Harter (2004), the term
engagement can be summarized as the performance that
employee show in their job and what kind of behaviour and
emotions they pertain to(Melanie Kacho Clifford). From the
many more definitions of engagement it can also be
understood that when an employee starts enjoying his job ,
gains satisfaction and pride for his employer , and perceives
that his employer give value to his performance ,then we can
confirm employee engagement is there in the organization.
The greater he will be engaged to his job ,the better his on-
the-job performance(Vance, R. J. (2006). Again employee
engagement has mainly 3 major components and they are as:
Cognitive, Emotional and Behavioural. While Cognitive
component concerns with the employees belief towards
organization, its work environment and the leaders ,
Emotional aspect says what they feel about the above three
factors and if they have positive or a negative attitude towards
the organization and the leaders there in . Finally Behavioural
aspect of employee consist of the effort they bring towards
their job may be in the form of over time, using their brain
and effort to give cent percent to their job (Alison M. Konrad,
2006).Johnson and Johnson itself encourages employee
engagement by giving real time feedback to its team about
their involvement to the individual business units in achieving
quarterly goals (States, 2008; Shuck, B. Michael, 2010). It
would not be wrong to say that the engagement comes within
the employees as and when they gain some attention in their
workplace. In a study on BPO sector, it was found that
potentials employees engage themselves when they get a clear
depiction of „work as fun‟ and „workplace as yet another
campus‟ (S. Dwivedi & S. Kaushik (2014)). From Gallup‟s
report „State of the American workplace‟ in 2013 , it was
found that 50% of employees are merely committed to the
organization while 20% of them act in a counterproductive
ways like negatively influencing their co-employees ,
absenteeism and giving very poor service to their customers to
drive them away(W.C. Kim , Renee Mauborgne ; 2014).An
engaged employee always shows proactive response towards
the threats and challenges , behave in more persistent ways ,
increases his expansion at work and is more ready to adapt
the changes (William H. Macey, Benjamin Schneider, Karen
M. Barbera, and Scott A. Young; 2009) Therefore now-a-days
I
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organizations use a lot numbers of drivers or key forces that
bring engagement within the employee , may be those are
monetary benefits or non-monetary ones. Our study gives a
conceptual idea about the drivers that have the major role in
employee engagement.
II. LITERATURE REVIEW
There is a lot number of research done on employee
engagement and so many drivers were found out that actually
have a great impact on engagement. The definitions of
employee engagement vary greatly according to the
organizations. Here are some definitions that our research
highlights:
Employee engagement can be defined as ,” the extent to
which employees commit to something or someone in their
organization, how hard they work and how long they stay as a
result of that commitment”( Nancy R. Lockwood,2007).
As per Kahn(1990) , personal engagement as “the harnessing
of organization members‟ selves to their work roles; in
engagement, people employ and express themselves
physically, cognitively, and emotionally during role
performances”( Saks, Alan M,2006).
Robinson et al. (2004) defines employee engagement as “a
positive attitude held by the employee towards the
organization and its value. An engaged employee is aware of
business context, and works with colleagues to improve
performance within the job for the benefit of the organization.
The organization must work to develop and nurture
engagement, which requires a two-way relationship between
employer and employee.”(S.M. Kompaso & M. S. Sridevi
(2010).
Employee engagement refers to the involvement and
satisfaction of individuals in an organization as well as their
enthusiasm for their job (J. K. Harter, F. L. Schmidt &T. L.
Hayes (2002).
Employee Engagement is defined (Corporate Leadership
Council, 2004:3) as the “positive emotional connection to an
employee‟s work, thus affective, normative and continuance
Commitment” and "a heightened emotional connection that an
employee feels for his or her organization, that influences him
or her to exert greater discretionary effort to his or her work".
(Zambia, M. Rica Viljoen.)
Viljoen (2008) defined Engagement as “Engagement, the
systemic result of the interplay between the individual
potential, group potential and organizational potential in the
context of the specific industry or national culture”. (Zambia,
M. Rica Viljoen.)
III. DRIVERS TO EMPLOYEE ENGAGEMENT
Various studies were done on the drivers that affect the
engagement of employees and some of them were mentioned
in this study.
Many researchers studied deeply into the matter and found out
the most emerging antecedents that draw the attention of the
managers to engage the talent employees in an organization.
The following table identifies the drivers mentioned by some
of the researchers.
Sl.
No
Drivers to employee
engagement
Author
Year of
Publication
1
Kind of Work
Amount of Work
Physical Work Conditions
Supervision
Financial Reward
Melanie Kacho
Clifford
2010
2
Job Characteristics
Perceived organizational
support
Perceived supervisor
support
Rewards and recognition
Procedural justice
Distributive justice
A. M. Saks 2006
3
Job enrichment
Work Role fit
Co-workers relation
Supervisor relation
Co-worker norm
Self-consciousness
Resources
Outside activities
May, Gilson &
Harter
2004
4
Job enrichment
Recruitment by extolling
attractive job features
Effective employee
selection
Training and development
Strategic compensation
Effective performance
management
Robert J. Vance 2006
5
Job Content
Compensation of financial
benefits
Work/Life balance
Top- Management
employee relation
Scope of advancement
and career growth
Team Orientation
Welfare facilities
Union Management
relation
Rama J Joshi &
J.S. Sodhi
2011
6
Benefits and Pay
Opportunities for self
development
Options for promotion in
Penna research
report
2007
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position
Effective leadership Style
Shared sense of meaning
at work
7
Senior management‟s
interest in employees
„well-being.
Challenging work
Decision-making
authority
Career advancement
opportunities
Clear vision from senior
management about future
success.
Towers Perrin
Talent Report
Gary Dessler
2003
1999
8
Selective Hiring
Extensive training
Sharing information
Employment security
Reduction of status
difference
Self managed team and
decentralisation as basic
element of organization
design
Jeffrey Pfeffer and
John F. Veiga
1999
9
Power to make decision
important to their
performance
Proper information
system
Knowledge or enhancing
employees skills and
ability
Reward syetem
Alison M. Konrad 2006
10
Compensation and
benefits
Performance
management
Job content
Learning and
development
Sharma, Gitanjali
and, Sharma,
2010
11
Inspiring leader
Manager who recognize
employees& emphasize
quality& improvement
Exciting work &
opportunity to grow
Organizations
demonstrating genuine
responsibilities to their
employee
J .W. Jonshon 2000
12
Job Content
Interpersonal Relations
Career Opportunities
Objectivity
Benefits
Pay
Baldev R Sharma
Sombhala
Ningthoujam
2014
13
Work Role Fit
Co worker relation
Supervisor relation
S. Rothmann & S.
Jr. Rothmann
2010
Resources
Facilitative norms
Self-consciousness
(Table No. 1 Source: Author )
From Table No. 1 and reviewing above mentioned authors , I
have found out some common key driving factors that have
put greater impact upon employee engagement . They are
summarized as :
1. Reward System
2. Job enrichment
3. Effective leadership
4. Scope of advancement & self-development
5. Employment security
6. Self-managed team & decision making authority
According to G. J. Hotz(2015) reward system has an active
participation in employee engagement and over the years it is
not mere some financial benefits that is to be given to
employee but some other non- monetary benefits are also
given in order to motivate them for higher performance,
higher engagement and commitment.( Hotz, G. J. (2015)).
According to the report given by Alison M. Konrad(2006) ,
Semler's Brazilian manufacturing firm distributed its 23% of
after tax profit among the employees and hence employees
gave extra effort to meet their target and learn multiple tasks
and also awaited to know the effect of their effort in the next
year financial statement.
So the reward system of an organization should be much
efficient and effective as to achieve organization goal as well
as retaining and engaging its employee. As per the study done
by Scott(2010) he concluded that organizations encouraging
managers to improve quality of leadership and to pertain
incentive programmes that include intangible rewards
according to the performance , can promote more engagement
as compared to the one who do not. (Scott, Dow, and T.
McMullen, 2010).
Job enrichment can be understood as a management concept
to motivate employees by redesigning the job and making it
more challenging so that redundancy or repetitive tasks can be
avoided.( Frederick Herzberg , 1986).Job enrichment helps
organization achieve their goal with a higher quality of
production and also promote the interest of employees by
providing them a more meaningful and challenging work
experience.Thus it decreases absenteeism , motivates
employee and engage and retain the quality talents( Hackman
, 1975).
According to Carasco-Saul, Kim, and Kim (in
press),transformational leadership leads to employee
engagement by promoting the behaviours of their followers
such as increasing their optimism, responsibility,
meaningfulness and innovative behaviour and also the
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different styles of leadership i.e. authentic, charismatic and
ethnic, leads to an upward slope of role clarification,
organization culture, empowerment , psychological ownership
which encourages employee engagement.
On a study of 51 sales executive in a private organization
,Sharma & Raina(2010) concluded that career opportunity
is a very crucial predictor of employee engagement. If the
employees get a wider chance to develop their skills and add
some extra points in their career in an organization then that
may keep them engaged in the workplace. According to a
study on military personnel, it was found that career
opportunities like promotion which brings new challenging
tasks ,new responsibilities and greater prestige leads an
employee to showcase his talent and hence he is eager to be
engaged to the workplace (R.K. Jaiswal, S. Dash, J.K.
Sharma, A. Mishra, S Kar.(2015).
Job Security in this era became a biggest issue in almost
every organization. As cost cutting in terms of retrenching
employees has became a primary concern for most of the
organization in order to earn a higher profit. In a research
done by Marius W. Stander, Sebastiaan Rothmann (2010)
they concluded that affective job insecurity or fear of losing
their current job have a statistically significant negative
inclination towards engagement.
As per the research done by Rothmann & Rothmann (2010)
,including role clarity, good relationship with supervisor and a
healthy organization climate, participation in decision
making process of the organization has a positive effect on
employee engagement. According to Driscoll(1978)
employees are more satisfied to their work if they are given
participation in decision making.
IV. OUTCOMES OF EMPLOYEE ENGAGEMENT
Sl
No
Outcomes of
employee engagement
Author
Year of
publication
Customer satisfaction
and loyalty
Productivity
Profitability
J.K.Harter,
F.L. Schmidt,&
C. L. Keyes
M.E. Echols
2003
2005
2
Individual outcomes
as self-efficacy, self
control , health and
well being, less
turnover, less
absenteeism, positive
attitude.
Organizational
outcomes as
productivity,
profitability, labour
Neha Gupta
Vandana Sharma
2015
turnover, maximum
utilization of
resources, employer
reputation, customer
loyalty.
3
Increased
productivity, brand
equity, customer
satisfaction and
loyalty, increased
shareholder‟s value
William,Benjamin,
Karen and Scott
2012
4
Health
Turnover intention
W.B. Schaufeli, &
A.B. Bakker,
2004
5
Increased productivity
Lower absenteeism
Healthier and happier
workforce
J Ferrer 2006
6 Innovative Behaviour T Slatten 2011
(Table NO.- 2 Source: Author )
From Table-2, we can come to a conclusion that a healthy
employee engagement in an organization always brings
employee satisfaction, productivity and improves employee
turnover.
An idea was developed in 1930s and 1940s from the result of
Hawthorne Experiment conducted in Western Electric
Company by Elton Mayo that “Happy workers are Productive
workers”(S Robbins,2013).Engaged employee always leads to
better productivity in an organization. Furthermore here
productivity does not solely means to increase in production
but it also refers to smart working of people and hence
increasing innovative practices in company. In a study it was
found that when employees are given recognition for their
hardwork , they got more engaged towards their task and gave
better productivity to the firm(F. Catteeuw,2007). Again it
also brings an environment of increased innovative behaviour
of the employee(T. Slatten,2011).
Along with productivity , an engaged employee is always
satisfied to his work and to his company when he feels his
importance in that firm. Engaged People always have a
positive emotion for the company where they can get an
environment of friendship, care or love, joy , opportuinity to
know each other and discuss their progress and grow (J.K.
Harter ,2003).
It is always taken to note that engaged employee always feels
his importance in his workplace and always ready to present
in the organization. From a research , it was found that an
employee‟s age , his time span in company , the content of the
job he is in , satisfaction level to the company and his
commitment towards his job plays a major role in affecting
employee turnover(W.H.Mobley , 1979).
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Hence we can brief the above concept in a propose
d model :
( Fig: 1 Source: Author)
V. LIMITATION TO PROPOSED MODEL
There are some limitations to the proposed model. Sometimes
organization provide all such facilities and benefits to the
employee to get them engaged to the concerned. That may
create pressure or stress to the employee to reach their
target.In this case employees are bound to be engaged to
company but are not self-satisfied. This can have an adverse
effect on organization productivity. Self - managed team and
decision making can also bring a negative growth to the
company. Proper research is also required to validate the
above mentioned factors.
VI. CONCLUSION
Employee engagement is a most emerging issue now-a-days.
Companies are trying hard to retain the talent pool so that the
ultimate goal can be achieved. Moreover as the competition
between companies is a common phenomenon in current era ,
so engaging employee is playing a very vital role to keep pace
in this track. Employee engagement benefits both organization
as well as the employee. In one hand employee gets attention
from manager, satisfaction , motivation to grow his innovative
and productive behaviour , healthy environment where he gets
opportunity to improve his skill , on the other and companies
get more efficienct employees , profitability , less turnover
and hence more productivity. A model is proposed in this
paper focusing on the key drivers that can bring employee
engagement and the possible outcomes thereof. Further
studies can be done on these factors to prove its reliability ,
validity and practical implications
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