Drivers Of Engagement Research Articles

Participant engagement in running events and why it matters who else takes part

ABSTRACT Research question The competitive landscape facing branded running events demands insights into how to increase brand loyalty amongst participants. This study examines how participants need to engage with branded running events to stimulate brand loyalty; and how the social environment (i.e. the presence of other unacquainted participants), encourages participants to engage more with the event brand. Research methods Data, collected via personally administrated survey, from 246 participants of the closing event of ‘Cairo Runners' were analysed by means of Partial Least Squares Structural Equations Modelling. Results and findings Self-brand identification is enhanced by cognitive, behavioural and emotional engagement with the event brand. To encourage Word-of-Mouth requires emotionally and socially engaged participants. As a social stimulus, perceived similarity with other unacquainted participants acts as a major driver of social, behavioural and cognitive engagement. Positive perception of other participants’ physical appearance stimulates cognitive and emotional engagement but hinders social engagement. Suitable behaviour of other participants encourages social engagement. Implications Theoretically, this is the first study on participatory sport events including the full spectrum of participant engagement with an event brand; highlighting the unique role the different ways of engagement play in stimulating aspects of brand loyalty. The findings quantify the largely overlooked stimulus effect created by the sheer presence of unacquainted participants on participant engagement. We highlight the central role of perceived similarity amongst participants as a driver of participant engagement. Event organisers are encouraged to identify alternative criteria that resonate with participants to create a sense of similarity amongst participants.

Linking CSR and Customer Engagement: The Role of Customer-Brand Identification and Customer Satisfaction

The study investigates how corporate social responsibility (CSR) impacts customer engagement and the mediating role of customer-brand identification and customer satisfaction. Survey data collected from 293 life insurance customers were analyzed using structural equation modeling. The findings reveal that CSR, customer-brand identification, and customer satisfaction are essential drivers of customer engagement. Furthermore, the findings show that CSR significantly influences customer-brand identification and customer satisfaction. The results also show that customer-brand identification and customer satisfaction play a key mediating effect in the relationship between CSR and customer engagement. The findings underscore the need for life insurance firms to consider CSR as a strategic instrument to stimulate and elicit favorable customer responses.

The Influence of Bargaining Relationships and the Development of Approaches To Employee Engagement And CSR.

CSR is one of the drivers of employee engagement is a trend and the attention of researchers in the business world today. Experience proves that Employee engagement helps organizations to increase profits, commitment and loyalty reduces attrition, reduce absenteeism, and accidents which in turn adds up to the revenues of the firm. This study seeks to investigate whether the model of transactional, relational, and developmental approaches is an effective approach in applying the concept of CSR as a tool for employee engagement.

The Influence of Bargaining Relationships and the Development of Approaches to Employee Engagement and CSR

CSR is one of the drivers of employee engagement is a trend and the attention of researchers in the business world today. Experience proves that Employee engagement helps organizations to increase profits, commitment and loyalty reduces attrition, reduce absenteeism, and accidents which in turn adds up to the revenues of the firm. This study seeks to investigate whether the model of transactional, relational, and developmental approaches is an effective approach in applying the concept of CSR as a tool for employee engagement.<div id="essential_id_for_layout" style="position: fixed; width: 100%; height: 100%; top: 0px; left: 0px; bottom: 0px; right: 0px; display: none; background-color: rgba(0, 0, 0, 0.3); z-index: 9999999; cursor: pointer;"> </div>

Is Fun For Wellness Engaging? Evaluation of User Experience of an Online Intervention to Promote Well-Being and Physical Activity

Online well-being interventions demonstrate great promise in terms of both engagement and outcomes. Fun For Wellness (FFW) is a novel online intervention grounded in self-efficacy theory and intended to improve multidimensional well-being and physical activity through multi-modal methods. These strategies include capability-enhancing opportunities, learning experiences such as games, video vignettes, and self-assessments. RCT studies have suggested that FFW is efficacious in improving subjective and domain-specific well-being, and effective in improving mental health, physical health, physical activity, and self-efficacy in United States. adults who are overweight and in the general population. The present study uses qualitative and quantitative user experience data collected during two RCT trials to understand and evaluate engagement with FFW, its drivers, and its outcomes. Results suggest that FFW is enjoyable, moderately engaging, and easy to use; and contributes to positive outcomes including skill development and enhanced confidence, for both overweight individuals and the general adult population. Drivers of engagement appear to include rewards, gamification, scenario-based learning, visual tracking for self-monitoring, ease of use and simple communications, and the entertaining, interactive nature of program activities. Findings indicate that there are opportunities to streamline and simplify the experience. These results can help improve FFW and contribute to the science of engagement with online interventions designed to improve well-being.

The Predominant Factors Affecting Frontline Employees’ Engagement: Case of the Lebanese Service Sector

The purpose of this study is to first identify the predominant factors shaping frontline employee engagement and then to explore the outcomes of the employees’ engagement within the context of the service sector in Lebanon. The main theory used to ground the research is the explanatory power of the Social Exchange Theory (SET). A qualitative ethnographic method was used to explore the salient drivers and outcomes of employees’ engagement. The qualitative approach was implemented by observing and informally interviewing frontline employees, and by gathering documentary data for a greater understanding of this phenomenon. Findings show that supervisor support, organizational support, training, distributive justice and procedural justice appeared to be significant drivers of employee engagement. It was also evident that personal resources and self-efficacy have a significant moderator effect between supervisor support, distributive justice and employee engagement. Moreover, employee organizational commitment, intention to quit and organizational citizenship behaviors revealed to be the direct outcomes of employees’ engagement. This study is among the first undertaken in the Lebanese context. The findings shall help to close the gap in the reported literature about the topic and will serve HR decision makers as new knowledge for future endeavors.

Is offline media becoming the biggest driver of online engagement? A review of recent trends and opportunities

As advertising spend continues to shift online, out-of-home (OOH) advertising has bucked the trend by transforming itself using digital technologies. Indeed, in all types of locations, the age-old billboard is proving to be an effective driver of online engagement. This article examines how this offline channel has intertwined itself with online media and the various ways in which marketers can use it to drive digital campaign performance. It also looks at OOH’s pivotal role at different stages of the marketing funnel.

Employee Engagement and Wellbeing in Times of COVID-19: A Proposal of the 5Cs Model.

The COVID-19 pandemic has had an unprecedented impact on the labor market. The psychological pressure and uncertainty caused by the current changing workplace environment have led to negative consequences for workers. Considering the predictive relationship between employee engagement and wellbeing and in light of this unprecedented situation that affects workers of all the industries worldwide, this study aims to identify the key main drivers of employee engagement that can lead to employee wellbeing in the current context. Through a literature review, a theoretical model to strengthen engagement in times of COVID-19 is proposed. The main factors are conciliation, cultivation, confidence, compensation, and communication. Whereas prior to the pandemic, firms had already understood the need to achieve this, it is now considered a vital tool for staff health and wellbeing. This article makes two main contributions. First, it provides a model for boosting employee engagement, and therefore, wellbeing. Second, managerial suggestions are made to apply the theoretical model.

What Makes Homeowners Consider Protective Actions to Reduce Disaster Risk? An Application of the Precaution Adoption Process Model and Life Course Theory

We hypothesize that for disaster risk mitigation, many households, despite being aware of their risk and possible mitigation actions, never seriously consider doing anything about them. In mitigation-focused decisions, since there is no equivalent to warning messages, the decision process is likely to evolve over an extended time. We explore what activates hurricane mitigation protective action decisions through three research questions: (1) to what extent are homeowners unengaged in protective action decision making? (2) What homeowner characteristics are associated with lack of engagement? And (3) to what extent do different life events trigger engagement in the decision-making process? We use the Precaution Adoption Process Model to conceptualize engagement as distinct from decision making; the broader protective action decision-making literature to explore drivers of engagement; and Life Course Theory to examine potential transitions from unengaged to engaged. We use survey data of homeowners in North Carolina to examine these questions empirically. Findings suggest that one-third of respondents had never engaged in protective action decisions, that life experiences differ in their occurrence frequency and effect on households’ mitigation decisions, and that some events, such as renovating, reroofing, or purchasing a home may offer critical moments that could be leveraged to encourage greater engagement in mitigation decision making.

Civic and Political Engagement during the Multifaceted COVID-19 Crisis.

Measures to cope with the COVID‐19 pandemic have put a sudden halt to street protests and other forms of citizen involvement in Europe. At the same time, the pandemic has increased the need for solidarity, motivating citizens to become involved on behalf of people at risk and the vulnerable more generally. This research note empirically examines the tension between the demobilisation and activation potential of the COVID‐19 crisis. Drawing on original survey data from seven Western European countries, we examine the extent, forms, and drivers of citizens’ engagement. Our findings show the remarkable persistence of pre‐existing political and civic engagement patterns. Concurrently, we show that threat perceptions triggered by the multifaceted COVID‐19 crisis have mobilized Europeans in the early phase of the pandemic. Similarly, the role of extreme ideological orientations in explaining (regular) political engagement indicates that the current situation may create its specific mobilisation potentials.

The relative importance of various job resources for work engagement: A concurrent and follow-up dominance analysis

Job resources are known to be key drivers of work engagement, but surprisingly, little is known about the relative importance of specific job resources in comparison to one another. We investigated the relative importance of eight job resources both cross-sectionally and over a 3-year time period. We hypothesized that job resources at the task level are “universally” important and contribute relatively more to work engagement than other types of job resources. We employed dominance analyses to a large cross-sectional data set ( N = 11,468 from 87 organizations), focusing specifically on 11 jobs, and to a two-wave data set ( N = 2,334). Three job resources emerged as the most important both for concurrent and future work engagement across the jobs and samples: skill discretion, job feedback, and team empowerment. Practically, this study suggests that interventions to enhance work engagement could focus on increasing skill discretion and job feedback and on building team empowerment. JEL: L200 Firm Objectives, Organization, and Behavior: General

The Role of Brand Experience and Student Engagement in the Creation of Brand Equity in a Higher Education Context

ABSTRACT Brand managers of higher education institutions undertake various activities to enhance the institutions’ brand equity. A key issue for managers is to enhance brand equity by engaging students with the brand and providing a good brand experience. The article examines the role of student engagement with the higher education institution brand in creating a positive higher education institutional brand equity. This study also investigates the role of brand experience as the driver of student engagement. Data was gathered via an online survey of 236 students and analyzed using structural equation modeling. The result indicates that brand experience plays a primary role in enhancing student engagement. The findings also show that student engagement mediates the relationship between brand experience and brand equity. These findings have implications for both theory and practice insofar as they establish how to enhance student engagement and eventually institutional brand equity through brand experience.

Talent Engagement Drivers And Employee Productivity In Technical Vocational Education Training Institutions In Kenya

Talent Engagement Drivers And Employee Productivity In Technical Vocational Education Training Institutions In Kenya

Drivers of Engagement among Full-time Faculty from Private University

This study determined the drivers of engagement among full time faculty members of University of Saint Louis, one of the Private Higher Educational Institution in the Northern Philippines. The descriptive-survey method of research was employed using a validated questionnaire. The questionnaire was administered among ninety-eight (98) full-time faculty members in the University. Data was analyzed using descriptive and inferential statistics. Findings of the study revealed that the five drivers of faculty engagement which are (1) Administration and Management, (2) Workplace and Resources, (3) Compensation and Benefit, (4) Interpersonal Relationship, and (5) Achievement and Recognition, are all important factors that drive faculty to engage themselves in their jobs. Furthermore, results showed that Compensation and Benefits was found to be the most significant driver of faculty engagement, followed by Achievement and Recognition then Administration and Management. Meanwhile, Workplace and Resources as drivers of faculty engagement was found to be less important. Furthermore, results showed that the drivers of engagement among faculty vary by department and by the highest educational attainment

B2B engagement within an internet of things ecosystem

PurposeThis study aims to investigate business-to-business (B2B) engagement within an internet of things (IoT) ecosystem. A conceptual framework is proposed that can be used for building engagement strategies considering key actors within an IoT ecosystem.Design/methodology/approachThe study used an integrative literature review as a research method and investigated engagement across several disciplines along with antecedents and outcomes of engagement to form an understanding of IoT engagement.FindingsThe findings in this study revealed IoT engagement antecedents as IoT readiness, commitment, communication, involvement and support and, consequently, the outcomes of IoT engagement as trust, loyalty, better performance and satisfaction. Furthermore, IoT engagement needs to be considered from three perspectives, namely, from a multidimensional perspective, beyond a dyad perspective and from the service-dominant logic perspective, which suggests thinking of goods as services and highlights the importance of value co-creation.Research limitations/implicationsAs the study of B2B engagement within the IoT ecosystem is conceptual, empirical investigations are suggested for elaborating on the findings.Practical implicationsThe conceptual framework provides managers within an IoT ecosystem with thorough recommendations on why to change their perspectives toward engagement; it points out drivers of engagement that need to be maintained and adds IoT readiness as a new antecedent to engagement literature.Originality/valueThis study contributes a coherent conceptualization of actors’ engagement within IoT ecosystems and enhances both the theoretical and practical domain of B2B engagement.

A Response to "Intrinsic vs Extrinsic Motivation as Drivers for Early Engagement in Research by Medical Students" - A Medical Student Perspective [Letter

A Response to "Intrinsic vs Extrinsic Motivation as Drivers for Early Engagement in Research by Medical Students" - A Medical Student Perspective [Letter

PRAGMATICS OF CIVIC ENGAGEMENT AN ANALYSIS OF OBASANJO’S LETTERS

The study investigates the role of language in civic engagement and demonstrates how language is used as a viable tool to propel civic actions. Hence, it focused on the locution and illocutionary acts of Obasanjo's letters to two presidents in Nigeria. Sixty sentences were selected from three open letters. The findings showed that the overall relative frequency percentages are: commissive 15%, assertive 20%, directive 48.3%, declarative 6.7%, and expressive 10%. Results show that Obasanjo, in his letters relied more on sentences that performed directive acts more than other speech acts. However, in his letters to Buhari, he used sentences with assertive acts more than he used in his letter to Jonathan. Hence, the data is characterized by a preponderance of directive, assertive and commissive acts as rhetoric strategies. The study confirms that language use in political discourse is rarely neutral. It further demonstrates that civic engagement drivers manipulate language to influence political decisions and reconstruct public opinion by propelling certain actions or inactions.

Local Perception in Forest Landscape Restoration Planning: A Case Study From the Brazilian Atlantic Forest

Understanding local stakeholders' perception and their relation with the landscape and its natural resources is an important step for successfully implementing Forest Landscape Restoration (FLR). Here, we present a case study on FLR in the context of a global biodiversity hotspot—the Brazilian Atlantic Forest, using a participatory approach to include local stakeholders' knowledge and perception of the landscape into project planning. We analyzed the land use and cover, and organized a workshop with focus group methodology associated with maps and other visual representations to assess local perceptions of economic activities, production chains and their impacts on the landscape and ecosystem services. The study area encompasses seven municipalities mainly covered by native vegetation and pastures. Despite pastureland being the prominent land use in the region, they are not engaged in associations, most do not live in the region, and few participated in the workshop. Most participants were small and medium-scale landowners involved in agricultural activities who demonstrated a detailed knowledge of the territory, a disposition toward combining conservation with production practices, and a positive perception regarding ecotourism, agroecological approaches, water, and soil conservation. The participatory approach proved effective to complement the initial assessment while revealing novel aspects of the landscape and the landowners, helping test our hypotheses and adjust the engaging narratives for future FLR activities planning in the region, including environmental law compliance. More studies associating social and natural science, including participatory methods and local communities' perception, are needed to fully comprehend the drivers of stakeholders' engagement. This case study provides useful insights for other researchers and practitioners to design more effective plans for future land management.

USING STRUCTURAL EQUATION MODELLING (SEM) TO CONSTRUCT THE MODEL FOR CULTIVATING EMPLOYEE EXCELLENCE THROUGH ENGAGEMENT, ENABLEMENT, AND EMPOWERMENT

This study quantitatively assessed the model of Employee Excellence with predictor constructs of Employee Engagement, Enablement, and Empowerment. The analyses utilized Structural Equation Modelling (SEM) with latent variables. The measurement model for the predictor variables used formative indicators, therefore, this study used Partial Least Square (PLS)-SEM. The research focused on eight manufacturing companies in Indonesia, with foremen as the unit of analysis, totaling as many as 257 respondents. Research findings revealed that each predictor construct has a key driver: Psychological Capital was found to be the key driver of Employee Engagement, Infrastructure for Data Sharing (which was later reconfirmed as Knowledge Management) was the key driver of Employee Enablement, and Transformational Leadership was the key driver of Employee Empowerment. The study also revealed that Employee Engagement, Enablement, and Empowerment altogether related positively and significantly with Employee Excellence. The research findings provide empirical basis for prioritizing strategic actions on the most important factors for affecting employee engagement, enablement, and empowerment, in order to foster employee excellence.

From anger to action: Differential impacts of eco-anxiety, eco-depression, and eco-anger on climate action and wellbeing

Abstract Research documents the experiences of depression and anxiety evoked by climate change, but little attention has been given to frustration and anger, or to untangling the effects of different emotional responses to the climate crisis on human and planetary health. Using Australian national survey data, we found that experiencing eco-anger predicted better mental health outcomes, as well as greater engagement in pro-climate activism and personal behaviours. Eco-anxiety and eco-depression were less adaptive, relating to lower wellbeing. Interestingly, those feeling eco-depressed were more likely to report participating in collective climate action, while those feeling eco-anxious were less likely to join the cause. Our findings implicate anger as a key adaptive emotional driver of engagement with the climate crisis, and prompt warnings about the mental health of populations increasingly worried and miserable about climate change.