Concept Of Employee Engagement Research Articles

Employee Engagement among Nurses in a Selected Hospital - A Case Study

Purpose: The concept that key outcomes are predicted by factors such as satisfaction with work, commitment from the organization, intention to leave, and the physical and mental health of employees. There are several reasons to support such favorable employee attitudes, including organizational results like effectiveness, productivity, and innovation. This is especially true for the healthcare sector, where staff attitudes are likely to have a significant impact on how well patients are treated. The concept of employee engagement considers current, strong evidence revealing how it affects workers' performance across a range of professions. Although job satisfaction and organizational commitment have some characteristics with engagement since involvement is a unique concept, a greater range of consequences should be predicted by it. Design/Methodology/Approach: The research approach adopted is a descriptive study approach. Finding/Result: The study inferred that employee engagement among nurses in the selected hospital is found to be at an ideal level (81%). Thus, indicating that the nurses in the selected hospital are devoted to their jobs and enthusiastic about them. Open channels of communication are present, and they take the initiative to put forward solutions to issues. They are eager to learn new things and accomplish their professional objectives. These nurses show a strong level of dedication to the team. Originality/Value: Employee engagement incorporates both an organizational and an individual focus. In hospitals, the nurses with their strengths have increased responsibilities and roles towards patient care and the organization. Several elements, including a positive attitude, organizational commitment, excitement, motivation, job involvement, care for the success of the organization, and job satisfaction, have been looked at concerning the levels of employee engagement among nurses in a selected hospital. Paper Type: A case study

Relationship between Self Efficacy, Work-Life Balance to Job Satisfaction: A Proposed Employee Engagement Mediation Model

The concept of employee engagement (EE) is one of the benchmarks in determining employee job satisfaction (JS) which is currently trending and continues to grow in the business world. Engagement is not just a matter of feeling but must be combined with action. Companies that implement employee engagement (EE) will increase productivity which leads to company progress. However, it is not easy for a company to implement employee engagement (EE). The concept of employee engagement (EE) is offered to bridge the insignificance gap. The direction of this research aims to determine the effect of self efficacy (SE) and work life balance (WLB) mediated by employee engagement (EE). Sampling in this study involved 208 employees. The results of the questionnaires distributed obtained a total of 203 respondents with data that could be processed as many as 192. The sample adequacy in this study was 105 so that it was declared fulfilled. Sampling was done with saturated sample technique. The analytical tool in this study uses a Structural Equation Model (SEM) which is processed with AMOS software. The results of the analysis show that self efficacy (SE) and work life balance (WLB) indirectly affect job satisfaction (JS). The contribution of research to fill the body of knowledge through attribution theory by raising the variables of SE, WLB, EE, to JS while managerial implications by building employee training and development, holding gathering activities, and providing adequate facilities for employees.
 Keywords: self efficacy, work life balance, employee engagement, job satisfaction

Impact of Psychological Conditions on Employee Engagement: Study Based on Regional Branches of ABC Insurance Company at Matale District

The concept of employee engagement has become increasingly important in the literature. Despite increased interest, there is still a scarcity of studies on employee engagement. Alternatively, employees in the insurance industry are required to work under tough conditions and in high-pressure scenarios. Past three-year records of ABC insurance company recorded significant increase in turnover rates and disengaged employees. The purpose of the current research was to study the impact of psychological conditions on employee engagement at regional branches of ABC insurance company at Matale district. In this study, psychological meaningfulness, safety, and availability were examined as dimensions of psychological conditions. Quantitative research methods were employed, and data were collected through a questionnaire. The sample size of 103 employees from three branches of ABC Insurance companies in the Matale district and the researcher utilized the simple random sampling technique. Data analysis was performed using SPSS 23.0 Package and MS Excel. Based on the findings of the study, a significant positive relationship was found between psychological conditions and employee engagement, indicating that psychological conditions had a significant impact on employee engagement with the greatest effect observed in the dimension of meaningfulness. Consequently, managers should take all three predicting psychological conditions into account and use a systematic approach. Accordingly, leading roles organizations should focus on job design to fulfil the work tasks of importance and values.

EMPLOYEE ENGAGEMENT: A LITERATURE REVIEW

Employee involvement is an important factor in organizational success, which is able to drive productivity, innovation, and employee welfare. This literature review aims to provide a comprehensive overview of employee engagement, exploring the conceptualization, causes, outcomes, and measurement of employee engagement. The conceptualization of employee engagement involves the emotional, cognitive, and behavioral aspects of employee relationships and commitment to their work and organization. This includes factors such as job satisfaction, organizational commitment, and a sense of belonging. Many causes affect employee engagement including personality characteristics, job characteristics, and work environment. In addition, organizational factors such as leadership style, communication style, and organizational culture have a significant effect on the level of involvement. Employee engagement is complex and has far-reaching implications for organizations. Employees who are highly engaged tend to show higher job performance, increased organizational concern, and lower turnover. The article also identifies various employee engagement measurement approaches whose results can be used as evaluations for organizations to improve performance. Overall, this literature review provides a comprehensive overview of employee engagement, the Concept of Employee Engagement, Influencing factors, outcomes, and engagement measurement.

Investigating the impact of human resource management practices on employee engagement, and the moderating role of strategy implementation in Egypt

Orientation: The concept of employee engagement has attracted the attention of both academics and practitioners due to its importance in enhancing the performance and profitability of organisations.Research Purpose: This article examines the impact of human resource management (HRM) practices on employee engagement in the Egyptian context. The purpose of this article was to develop an in-depth understanding of the concepts of HRM practices and their impact on employee engagement, and the moderating role of strategy implementation.Motivation for the study: Given the scarcity of research that examines the impact of HRM practices on employee engagement especially in the banking sector, this article examines how different HRM practices can influence the level of employee engagement.Research approach/design and method: For the purpose of answering the research questions and testing the proposed hypotheses, a quantitative research approach was adopted by distributing a questionnaire to 228 employees from the banking sector in Egypt.Main findings: The findings indicated that HRM practices had a positive significant impact on employee engagement. In particular, these practices included selection and hiring, job design as well as reward and payment systems. However, the findings showed that the strategic implementation does not moderate the relationship between HRM practices and employee engagement.Practical/managerial implications: This article provides some guidelines for organisations to follow to fully utilise the power of employee engagement by applying effective HRM practices.Contribution/value-add: The contribution of this study is that it is one of the few studies that have so far investigated this relationship in the Egyptian environment.

Digital transformation in the Indonesia manufacturing industry: The effect of e-learning, e-task and leadership style on employee engagement

In facing business competition in the manufacturing industry, it continues to adapt. Demands start from employees who are expected to continue to grow and leaders who are also changing. This is aimed at staying in business and also retaining the best employees by planning some changes in how to train and assign employees electronically as well as changing leadership styles to adapt to today's digital era. This study aims to determine the influence of E-learning, e-task and leadership style in the manufacturing industry in Indonesia. The data collection method in this study uses a questionnaire with 130 respondents. in this study using four variables, namely thirteen dimensions and twenty-six indicators. The analytical method used is descriptive analysis, and the test instrument uses SEM AMOS. The results showed that e-learning organization and e-task as well as leadership style had a significant and significant effect on Employee Engagement. the most factor great influence is the leadership style; This means that employees expect to get a new style in accordance with this digital era since there has been a change in the concept of employee engagement, where employees will feel they do not have a sense of engagement with the company if the attitude of the leader who is not sensitive to all aspects of changes in the effects of the digital era is caused by changes in employee behavior in this era where information is very easy to obtain for employees to know the conditions anywhere else that offers an advantage. compared to where they work now.

Chief Executive Officers' Perceptions of Collective Organizational Engagement and Patient Experience in Acute Care Hospitals.

The concept of employee engagement has garnered considerable attention in acute care hospitals because of the many positive benefits that research has found when clinicians are individually engaged. However, limited, if any, research has examined the effects of engaging all hospital employees (including housekeeping, cafeteria, and admissions staff) in a collective manner and how this may impact patient experience, an important measure of hospital performance. Therefore, this quantitative online survey-based study examines the association between 60 chief executive officers' (CEOs') perceptions of the collective organizational engagement (COE) of all hospital employees and patient experience. A summary measure of the US Hospital Consumer Assessment of Healthcare Providers and Systems survey scores was used to assess patient experience at each of the 60 hospitals represented in the study. A multiple linear regression model was tested using structural equation modeling. The findings of the research suggest that CEOs' perceptions of COE explain a significant amount of variability in patient experience at acute care hospitals. Practical implications for CEOs and other hospital leaders are provided that discuss how COE can be used as an organizational capability to influence organizational performance.

Autonomija i angažovanost zaposlenih u digitalnoj eri - moderatorska uloga rada na daljinu

In the digitalization era, traditional organizational success factors have been called into question, so it is necessary to reconsider the established work patterns and find new ways to create sustainable value. Given the fact that, as bearers of knowledge, people are the key drivers of value, it is important to explore possible ways to improve their potential. The research study carried out in this paper is aimed showing that autonomy contributes to the development of employee engagement in the digital environment, especially so in remote working conditions. In that sense, the concept of employee engagement was explained, as a state of high vigor, dedication and absorption. Possible ways to improve engagement through increasing autonomy are pointed out as well. The empirical research has confirmed that autonomy has a positive effect on vigor and dedication as the engagement dimensions. The impact autonomy exerts on vigor is stronger in the employees working remotely in comparison with those who do not work remotely.

The Impact of Employee Engagement on Job Performance and Organisational Commitment in the Egyptian Banking Sector

During the past two decades, employee engagement became a very popular managerial construct. Organisations use different engagement building tools in order to stay competitive and improve performance. Though there is an increasing contribution in human resource consulting agencies on the concept of employee engagement, yet there is a shortage of academic studies on that construct, especially in emerging economies countries. This engagement gap grew more in importance amidst the waves of ongoing recession and resource scarcity battles prevailing in the Middle Eastern Region, in general, and in Egypt in particular. This is an exploratory study that aims to identify the key drivers of employee engagement within the Egyptian context. It also studies the impact of employee engagement on job performance and organisational commitment based on social exchange theory (SET). A survey questionnaire was developed and validated. Regression analysis was used to predict and explain the proposed relationships. The study was conducted on 245 bank employees from several private and public banks operating in Cairo-Egypt with a response rate of about 81.6 % ( 200 employees) Pearson correlation matrix and regression were used to predict and estimate the relationships. Regression results indicated that leadership and organisational justice were the most significant drivers of employee engagement.. The mediation effect was confirmed. Employee engagement had significant impact on job performance, but less impact on organisational commitment. This study adds to the very few academic studies that have empirically investigated a comprehensive model of employee engagement drivers and outcomes. To the best of the author's knowledge, such a study is the first of its kind undertaken in the Egyptian context.

EMPLOYEE ENGAGEMENT: TYPES, LEVELS AND RELATIONSHIP WITH PRACTICE OF HRM

Human resources are important assets of every organization. Recruitment and selection play an effective role in improving the organizational performance, because recruitment directly is relating with employee engagement. Employee engagement has emerged as a popular organizational concept in recent years. Employee engagement, strangely enough, has been a crucial priority of HR since before the term was using. It has become one of the leading priorities of human resource practitioners and senior managers in the organization today, so employee engagement has generated great deal of attention among many human resource practitioners. In present day, where is large-scale competition in the market, it is necessary for the organization to have engaged workforce for the survival and smooth functioning of the organization. Every organization wants to make the best utilization of its human resources in order to achieve competitive advantage in the market. When employees are engaged in their work, they have good relationships with their co-workers and working environment becomes better, are not only happy in their job, but also translate that satisfaction into higher productivity and profitability of the organization. High levels of engagement promote retention of talent, foster customer loyalty and improve organizational performance and stakeholder value. The paper discusses theoretical approaches to the significant concept and phenomenon of today – employee engagement and the factors behind it. In addition, the paper examined the type of employee engagement, problematic of individual and organizational engagement that affects organizational decisions. The aim of article is to identify the distinctive features of two types of engagement in the scientific literature employee engagement and organizational engagement, also connections reflecting the possible role of human resource management practices in the process of management of employee engagement. The purpose implies tasks: to reveal the essence of engagement and the factors that determine it ; also is presented a theoretical model of interfaces. The research methodology is the theoretical modeling of the phenomenon employee engagement from a human resource management perspective. The article is presenting in different sections such as meaning and concept of employee engagement, importance and factors influencing employee engagement and impact of employee engagement on organizational performance. The article consists of three logically interconnected parts. The introduction justifies relevance topics. The main part provides a review of literary sources, in which the authors examine the typology of engagement, distinguish types such as job engagement and organizational engagement. This section analyzes the relationship between characteristics and the influence of their design on employee engagement. This section also analyzes the conditions of formation and the results of the manifestation of employee engagement at the individual organizational levels, describes the connection of various aspects of this state with the practice of human resources management. In the final part, is given a theoretical model developed by the author – the main result of the article. It is a hypothetical model of the structure of employee engagement and how various human resources management practices shape employee engagement and how individual engagement of an employee transforms into a competitive advantage of organization. Data sources for the theoretical study described in this article are publications on the topic of engagement of such highly rated publications like Journal of Applied Psychology, Journal of Occupational and Organizational Psychology and The International Journal of Human Resource Management. The value of the results. This paper may serve as the basis for further research in the field of employee engagement generally and individual additional variable components. Research conclusions may have be used to build the organizational policy of the company in relation to the system human resource management.

Understanding Employee Engagement Initiatives Taken by Different Companies under BFSI Sector in Areas of Pune & Mumbai

An engaged employee is the one, who puts his hands, mind & soul to his work, the one who is aware of the business scenario of the organization & works better with his team mates in order to benefit the institution & the individual as well. In present times, when competition for top talent is fierce, and the cost of training new hires is steep, the HR team is concerned enough to build up a fully engaged workforce. Researchers have broadly described the concept of employee engagement & the need for it & even the implications. This study takes an initiative to understand the various kinds of employee engagement activities that are done in renowned companies especially catering to BFSI sector. The detailing of such activities are primarily focused on & how they actually benefit the organizational culture & mark a sign of growth & success. The work also mentions the different management levels for which these are being conducted. The research is basically an exploratory approach, which has been done through surveys & direct personal interviews by the help of a structured questionnaire. A Systematic Literature review type has been employed in this study. The outcomes of the research work were particular initiatives by specific banks & financial companies, categorized under fun & recreational activities, employee welfare, social service, team building, mentoring & other activities. The study will help organizations to initiate or plan activities/strategies for engaging their workforce as it contains detailing of such activities & moreover it has been collected from authentic sources. While studying different research papers, it was found that most of them elaborates the idea of employee engagement & it’s implications on an organization, others focus on a particular initiative, for example, CSR activities & how it contributes to employee engagement. Hence, the motivation to conduct the study was a need to understand employee engagement initiatives particularly in banking & financial sector & the details of how they are being conducted, also including their effects on employee productivity. The research work is geographically concentrated in western region of India, particularly in areas of Pune & Mumbai, yet it creates further scope of research in various other sectors & regions to understand the relation between, geography, people & what kind of employment engagement activities are done catering to their needs.

A Study on Impact of Employee Engagement on Organization Performance with Reference to Manufacturing Industry under Study at Hyderabad District, Telangana State.

This study was aimed at determining the impact of employee engagement on Organization Performance at work among employees of selected manufacturing units of Hyderabad. Employee engagement is about building a commitment among workforce. People are the most important and valuable asset of every organization. Organization should prefer to maximize involvement through maximizing their human relations. Research variables analyzed under study are Employee Engagement Factors, Satisfaction Levels and Culture diversity and organization performance at work as a dependent variable. To collect required data, structured and reliable questionnaires were used which had been used in the previous studies. Then, questionnaires were implemented by Pilot-Study method and correlation coefficient obtained. The study focused on employee dimension which strengthens the concept of employee engagement in service industry. This paper is trying to throw the light of the various determinants focus on employee engagement in manufacturing sector with special reference to Hyderabad, Telangana. By utilization of simple percentage, weighted average and ANOVA statistical techniques using SPSS software have been used for data analysis. The results of hypotheses tests which calculated in confidence level 95% indicated that all research hypotheses were confirmed.

Making sense of the corporate philosophy:

We find an increased interest in the concept of employee engagement within the area of organizational and corporate communication. Employee engagement is an umbrella term for a number of cognitive, emotional and physical aspects (Kahn, 1990) of relating positively to one’s work, and research within this area has mostly connected employee engagement to organizational productivity and effectiveness. In this paper, we suggest a new approach to employee engagement by relating it to employee communication and placing it within dialogue theory (Buber, 1970) combined with Bamberg’s (1997) positioning theory. Our case is a strategy meeting on the topic of how a corporate philosophy devised by top management and entitled “Business Kind2Mind” is interpreted by managers and what they view is the best way to implement the philosophy within subsidiaries. Theorizing engagement dialogically enables a shift from instrumental perspectives to a more interpretive approach in which true mutuality entails participants’ views being heard and incorporated in the corporate philosophy, and engagement is not purely about efficiency and outcome. A dialogical approach enables us to conceive of employee communication not as only upwardly or downwardly directed between manager and employee, but as interactional, with mutual change.

English

The employer-employee relationship has always been governed by the understanding that the employee is simply a hired hand to complement the business owner in the process of achieving a firm’s set objectives. The rest of the other activities and phenomena are taken for granted – ‘I employ you, you do your work I pay you’, so the circle continues. The employer drives the employee to perform to enable the firm reach its objectives and give a good return on the investments. The rest of the other activities are merely a means to an end, understood to be merely a symbiotic relation, one hand washing the other. The concept of employee-engagement as a management tool does not seem to hold much strength and appreciation amongst managers whose sole purpose is to produce results. This paper brings into light empirical research indicating that industry captains do not focus on human capital as critical for effective productivity. The managers resort to hiring and firing as a means of boosting productivity, slave driving to increase labour performance. The industry captains are quick to point a finger to the labour as inhibiting free will hiring and firing as a solution to poor productivity. Consequently, the industry may be breeding a generation of non-devoted, convenience employees resulting in mediocre performance. The question asked always is; why does South Africa have low productivity? The paper points the problem to the failure of management to capitalize on the benefits of employee-engagement as an accessory to effective management by impression.   Key words: Commitment to the firm, conducive work-environment, employee-engagement, manager-employee-relationship, peer-relationship and productivity.

Performance Management and Appraisal for Administrative Staff of HEIs in Ghanaian Context

The primary goal of this paper is to identify the research disparities on the debates on performance management and performance appraisalof Administrative Staff in Higher Education Institutions (HEIs) of Ghana which is sparingly addressed from the Ghanaian perspective. This work is an attempt to arrive at research directions to develop a modified Performance Appraisal Framework for Administrative Staff of (HEIs) in Ghanaian context. This paper extend an update on literature by several selected authors, key among them includes Neely et al's.(2000) literature review “Performance measurement system design” and “the Current State of Performance Appraisal Research and Practice: Concerns, Directions, and Implications” by Bretzet al.(1992). The research papermakes use of citation/co-citation analysis of work in the area of performance appraisal and performance management to researchdenouements in the field globally. HEIs can be considered as a key authority on the operations of the labor market as much as their interrelationship with business institutions cannot be overruled. Hence, there is a need for HEIs to acknowledge themselves as the most significant institution that furnish and shape cultured and learned personnel for the nation's labor market. The challenge is to provide quality educational services that goes beyond the faculty staff as well as administrative staff who are the key stakeholders in HEIs. In an attempt to arrive at research directions for the development of a modified performance appraisal framework for administrative staff of HEIs in Ghanaian context, this work serves as the substratum for the buildup of study. Acritique of protracted literature related to performance management and appraisal is presented with a brief discussion on anongoingphase of the performance appraisal process, highlighting the adjacency of methodologyand research along with, suggestingrecommendations for supplementary future research on current themes such as the concept of Employee Engagement in Performance Management, Influence of Cultural Diversity of Performance Management and ICT developments on Performance Management.

Engagement as an antecedent of the satisfaction-performance relation: a study with line managers

The objective of this study is to investigate the relationship between satisfaction and performance, when preceded by employee engagement. Specifically, it examines the relation of job satisfaction and company perceived performance after the influence of the three dimensional concept of employee engagement (vigour, dedication and absorption) on job satisfaction. In order to accomplish this goal, a literature review was undertaken to support the conceptual model and hypotheses. Data was collected from a sample of line managers of several major companies in Portugal. Results show, on the one hand, that vigour and dedication are related with job satisfaction, but absorption does not make a significant contribution. On the other, job satisfaction influences company perceived performance. Some theoretical and empirical implications are discussed.

The nature of employee engagement: rethinking the employee–organization relationship

Research interest in the new concept of employee engagement has grown dramatically in recent years. Employee engagement represents a work-related state of mind characterized by feelings of vigor, fulfillment, enthusiasm, absorption and dedication. However, scholars are still ambivalent about its theoretical contribution to explaining the employee–organization relationship. The goal of the study is to strengthen the theoretical foundation of the employee engagement concept in light of this relationship. We first compared employee engagement to other close concepts such as psychological empowerment and psychological contract. We then examined its contribution to the explanation of work centrality over and above psychological empowerment and psychological contract. Our study is based on an interactive sample of 593 employees from both private and public organizations in Israel. Our findings demonstrate that employee engagement is distinct from psychological empowerment and psychological contract and has an incremental value for work centrality over and above psychological empowerment and psychological contract. Implications of our findings are discussed the light of the employee–organization relationship.

EMPLOYEE ENGAGEMENT: THE KEY SUCCESS FACTOR

An organization’s success and profitability depends upon the performance of its employees. Business leaders know that a high-performing workforce is essential for the achievement of strategic business goals. Therefore, it is important that the employees are fully committed towards the organization’s goals and are motivated to give their best efforts for achievement of these goals.
 Today, the companies have to survive the cut-throat competition and beat their competitors. Therefore, the physical and mental well-being of the employees becomes an important aspect which the HR managers need to focus on. The concept of employee engagement in the organizations is gaining importance.
 Employee engagement can be a deciding factor for an organization’s success in today’s competitive world. . High levels of employee engagement promote retention of talent, foster a sense of belongingness, improve organizational performance and increase the stakeholder value. Engaged employees are attached to the organization, enthusiastic about their work and take efforts beyond the employment contract. Thus, engaged employees can be seen as powerful source of competitive advantage.
 This paper provides a conceptual framework on employee engagement. Various drivers of employee engagement are discussed. The difficulties in measuring employee engagement are also analyzed. The paper also throws light on various strategies to be adopted for effective engagement.

The Nature of Employee Engagement: Rethinking the Employee-Organization Relationship

Research interest in the new concept of employee engagement has grown dramatically in recent years. Employee engagement represents a work-related state of mind characterized by feelings of vigor, f...

Enhancing the Job Satisfaction Level through Dimensions of Employee Engagement: An Empirical Study on Private Sector Bank Managers

The purpose of the study is to analyze how the of job satisfaction level can be enhanced through employee engagement and its dimensions namely, vigour, dedication and absorption. Augmenting the job satisfaction levels can increase the employee retention in organizations. Research has proved that engaged employees can act as competitive advantage for organizations and creates quality workforce that is fully committed. The study was administered on 96 Managers who were representatives of 4 private sector banks in Delhi/NCR. Variables in the study were assessed using validated instruments. Descriptive Statistics, Correlation and Regression were used for data analysis. Indian private banking sector has undergone incredible change in the last few decades. Due to enormously competitive scenario, it is relevant to note that banks need to distinguish themselves from each other. Enough research has been on the concept of employee engagement and its vitality to employees well-being, but there is limited research on employee engagement dimensions and relation between job satisfaction. The current research is imperative in providing insights into relation between employee engagement dimensions and its impact on job satisfaction levels.