Employee Engagement Research Articles

A Study on Employee Engagement at Smart-Q

This study examines the level of employee engagement at SmartQ - Bottle Lab Technologies, a food and beverage company in Bangalore. A survey-based research approach was employed, collecting primary data from 100 employees. Descriptive statistics, corelation, and ANOVA were used to analyze the impact of factors such as job satisfaction, leadership, and recognition on employee engagement. The results indicate a significant positive correlation between job satisfaction, and employee engagement. Additionally, the study revealed that recognition and rewards significantly influence employee motivation and retention

Employee engagement and retention in multicultural work groups: The interplay of employee and supervisory cultural intelligence

Given the rise in cultural diversity in workplaces due to increased globalization and hyperconnectivity, organizations worldwide are seeking effective ways to attract and retain multicultural talent. This research probes the interaction between an employee’s cultural intelligence (CQ) and a supervisor’s CQ, investigating how this interaction impacts work engagement and the intention to stay within multicultural work groups. Drawing on work engagement literature and leader-member exchange (LMX) theory, we conducted two empirical studies. Study 1 (170 matched data) reveals that employee’s CQ positively influences work engagement, with this relationship moderated by the supervisor’s CQ. Study 2 (161 matched data) validates these findings while also demonstrating how work engagement influences employee’s intention to stay. Taken collectively, our research advances theory and practice by elucidating the synergistic value of fostering both employees’ and supervisors’ CQ—i.e., the “double CQ”—for enhancing engagement and retention in multicultural work groups.

Exploring work engagement of public sector employees during the COVID-19 pandemic, Namibia

Orientation: In Namibia, the public sector employs a majority of employees which contributes to significant economic growth and development of the country.Research purpose: This study investigated the association among job satisfaction, burnout and work engagement. This study explored if work engagement is experienced differently based on the biographical variables.Motivation for the study: Namibia aims to achieve the sustainable development goals (SDGs), Harambee Prosperity Plan (HPP) and National Development Goals. The state-owned enterprises are required to provide quality services to the nation through their employees. The health and well-being of these employees facilitate the productivity of these state-owned enterprises (SDGs 1, 2, 3, 8, 11 and 16).Research approach/design and method: A total of n = 130 public sector employees were randomly selected and responded to a questionnaire. The questionnaire included demographic questions, the Job Satisfaction Survey, the Maslach Burnout Inventory and the Utrecht Work Engagement Scale. Data analysis was performed through the Statistical Package for Social Sciences software to test the hypotheses of the study.Main findings: Positive relationships were found between job satisfaction, burnout and work engagement. Work engagement reported a positive relationship with burnout. Work engagement is experienced the same in relation to the biographical variables.Practical/managerial implications: The study suggests a constant evaluation of job attitudes, implementation of effective performance management systems, team building activities and implementation of workplace wellness programmes.Contribution/value-add: This study adds to the understanding of job satisfaction, burnout and work engagement within state-owned enterprises in Namibia.

Inclusive Leadership

The aim of this review paper is to explore the crucial role of inclusive leadership in enhancing organisational culture, innovation, and improving performance in the context of digital industrial revolution. The style of inclusive leadership which emphasises on the value of equity, diversity, and inclusion promotes decision-making processes that involve different perspectives. Key practices are highlighted in this review paper such as diverse recruitment, bias training, and inclusive decision-making, while examining their impact on organisational success. To illustrate the benefits of inclusive leadership, three case studies from diverse industries are used including higher employee engagement, innovation, and sustainable growth. Also practical strategies are offered for leaders with the aim to foster inclusivity and tackle challenges related to technological disparities and unconscious bias.

Exploring Leadership Excellence and Accountability in Organisational Dynamics: A Comprehensive Analysis in Nigeria

This study explores the relationship between leadership excellence and accountability within organisations in Plateau State, Nigeria, and their combined impact on organisational culture and success. The research adopts a mixed-methods approach, utilizing both quantitative and qualitative data to provide a comprehensive analysis. Quantitative data were gathered through a structured questionnaire, revealing moderately positive perceptions of leadership practices, with a particular emphasis on fostering continuous learning and responsibility among leaders. Qualitative data, obtained through thematic analysis of open-ended responses, highlight effective leadership practices such as transparent communication and collaboration, as well as challenges in implementing accountability measures, including resistance to change and resource limitations. The Integration of quantitative and qualitative findings underscores the significant influence of leadership on accountability and, consequently, on organisational culture. The study also addresses social desirability bias by assuring participants of their anonymity and encouraging honest feedback. The findings contribute to academic discourse by providing localized Insights into leadership and accountability within the specific context of Plateau State, Nigeria. Practical recommendations include investing in leadership development programs, enhancing clarity in accountability measures, promoting continuous learning, addressing communication gaps, and prioritizing employee engagement. This research offers a roadmap for organisational leaders aiming to foster a culture of accountable leadership and drive organisational success in dynamic business environments.

Time pressure, coping strategies and work engagement: moderation of inclusive-leadership

PurposeThis study aims to unravel the effects of time pressure on work engagement within Chinese organizational settings, considering the moderating effect of inclusive leadership and the mediating role of coping strategies. It seeks to apply and extend theories such as the job demands-resources (JD-R) model, Lazarus’s stress and coping (LSC) framework and leader–member exchange (LMX) theory on stress and coping to understand these dynamics comprehensively.Design/methodology/approachThe study collected responses from 211 Chinese professionals in the manufacturing sector through a structured questionnaire. Multiple regression analysis was used to test the hypotheses.FindingsResults reveal that problem-focused coping strategies positively correlate with work engagement, whereas emotion-focused coping strategies do not show a significant association. Both emotion-focused and problem-focused coping strategies mediate the relationship between time pressure and work engagement. Additionally, inclusive leadership positively moderates the relationship between time pressure and both problem-focused and emotion-focused coping strategies.Practical implicationsOrganizational leaders and HR practitioners of companies can devise interventions to enhance employee engagement by leveraging the findings of this study, which advances our understanding of the critical role of coping strategies and the influence of inclusive leadership, particularly under time pressure, which is prevalent in fast-paced work environments.Originality/valueThe research integrates the JD-R model, LMX theory and LSC framework to explore workplace dynamics in China, presenting new insights into coping mechanisms and leadership roles in high-pressure environments.

Boosting Engagement: Effects of Wellness Programs in Hospitality Workplaces

The objective of the study is twofold: to investigate the direct effect of employee wellness programs on employee engagement in the hospitality industry, and to examine the mediating role of corporate social responsibility as well as the moderating role of employees’ health conditions in these relationships. This study adopted a cross-sectional survey method on a sample of 347 U.S. hotel employees to evaluate the proposed conceptual model. With a series of data analyses, including analysis of variance and mediation and moderation analysis, the study results validated the mediator role of corporate social responsibility, the moderator role of employees’ health conditions, and the direct effect of employee wellness programs on employee engagement at hotels. Specifically, wellness programs, perceived positively as CSR by hotel employees, significantly influenced employee engagement, with the impact moderated by employees’ health conditions. The study findings contribute to the theory in the fields of employee wellness and engagement in the hospitality fields and provide valuable implications for practitioners who intend to adopt corporate social responsibility strategies in promoting employee engagement at hotels.

The Effect of Employee Engagement on Employee Performance by Moderation of Generational Characteristics of Employees in Private Agencies

Employee engagement is an important issue that is the main concern of the organization's leaders in managing its employees. The changing characteristics of the employee generation are becoming a specific challenge for human resource management. Employees who are engaged with their work will exert all their abilities, efforts, and thoughts and significantly contribute, where the engagement and personal characteristics possessed by employees in carrying out their work can directly impact their performance. This study aimed to analyze employee engagement's effect on employee performance by moderating the generational characteristics of private agency employees in the City of Padang, West Sumatra. Data was collected through questionnaires distributed to 100 employee respondents working in private institutions in the city of Padang, with purposive sampling technique. Then, the data is processed using the Partial Least Square-Structural Equation Modeling (PLS-SEM) method. The results of this study indicate that employee engagement generational characteristics (Y and Z generation) have a positive and significant effect on employee performance. Generational characteristics (Y and Z generation) also positively and significantly impact employee engagement. Generational characteristics do not moderate the relationship between employee involvement and employee performance, but directly employee engagement and employee performance can be improved with generational characteristic variables. Organizational leaders should pay attention to employee engagement and the characteristics of the generation of employees and can make it a potential to improve employee performance.

Enhancing Employee Performance: The Impact of Engagement, Job Rotation, Compensation, and Motivation

This research aims to determine the influence of employee engagement, transfers, compensation and motivation on employee performance. Apart from that, you can see the review from an Islamic perspective. The population of this study were employees of the Jakarta Cakung Primary Tax Service Office with a sample size of 89 respondents. The sampling technique uses a non-probability sampling method, with a saturated sampling technique through distributing questionnaires. The data analysis method uses the Partial Least Square Structural Equation Modeling (PLS-SEM) method. The model in this research provides a strong influence with a strong level of relevance in predicting the influence between variables with a large level of suitability. employee engagement has a positive and significant effect on employee performance. Furthermore, mutations have a positive and significant effect on employee performance. Compensation has a positive and significant effect on employee performance. Motivation has a positive and significant effect on employee performance. Managerial Implications Organizations should prioritize enhancing employee engagement through effective communication and involvement in decision-making processes to boost performance. Additionally, strategic employee mutations or transfers can be leveraged to match skills with job roles more effectively. Fair and competitive compensation packages are essential to motivate employees and enhance their commitment.

Strategic Transformation and Sustainability: Unveiling the EFQM Model 2025

The EFQM Model (European Foundation for Quality Management), established in 1991, serves as a framework for organizational excellence, helping achieve sustainable success through an integrated management system. The Model’s evolution is driven by the need to adapt to global trends, threats, and technological innovations such as digital transformation, employee engagement and well-being, remote work, agile performance management, diversity, equity and inclusion (DEI), sustainability, AI (Artificial Intelligence), and big data. The new EFQM Model 2025, presented in Istanbul in June 2024, introduces significant changes, emphasizing sustainability, innovation, and technology. These changes are analyzed based on the logic of three questions: Why, How, and What. Why: There is a necessity for better alignment of organizations with contemporary challenges through flexibility, risk resilience, and innovation capabilities in a dynamic business environment, including alignment with the Unated Nations Sustainable Development Goals (SDGs). How: The Model introduces an integrated approach to performance management and transformation, incorporating advanced technologies such as AI and data analytics. What: Implementing the EFQM Model 2025 enhances organizational adaptability, innovation, and flexibility, improving financial, operational, and strategic outcomes. Better alignment with sustainability goals leads to long-term value and social responsibility. Improved stakeholder engagement methods enhance understanding and satisfaction. The use of advanced technologies supports innovation and operational efficiency, while better strategic and operational performance and risk management ensure greater stability and the ability to anticipate future challenges.

Human Resource Management Strategies for Engagement and Talent Attraction in Hybrid Work Models

The aim of this paper is to explore HR strategies for enhancing employee engagement and attracting talent within hybrid environments. By reviewing existing literature, the study evaluates the effective communication tools, career development opportunities, and the role of transparent feedback mechanisms in hybrid work settings. The finding of the study emphasizes the necessity of flexible work arrangements, strategic use of digital tools, and fostering a supportive virtual culture to preserve high levels of engagement. Although advancement follows, studies show considerable gaps regarding the specific HR mechanism and their effectiveness in hybrid contexts. Future studies should address these gaps by considering the impact of these strategies across diverse cultural contexts and organizational settings.

The Development of Training Center as a Novel Business Concept

The objective of this study is to evaluate the effectiveness of innovative training methods, technology integration, personalized training, and strategic partnerships in enhancing business performance through the Qatar Skills Training Centre (QSTC). Employing quantitative methods, data were collected through a survey distributed via Google Forms, with responses from 154 participants representing various socio-economic backgrounds. The analysis revealed that while strategic partnerships did not significantly affect business performance, innovative training methods, technology integration, and personalized training demonstrated positive correlations with business success, supporting Hypotheses 1, 2, and 3. The results showed beta values of 0.588, 0.246, and 0.188 for these factors, respectively, and an R² value of 0.92, indicating that 92% of the variance in business performance is attributable to these elements. This highlights the critical role of innovative training methods, technology, and personalization in driving successful business strategies. The findings suggest that organizations should prioritize these factors to enhance employee engagement, satisfaction, and overall operational effectiveness

Workplace Spirituality and Employee Performance: Can it be Moderated?

This research focuses on workplace spirituality and employee performance. This study aims to identify the influence of workplace spirituality on employee performance by moderating employee engagement. This research was conducted using a survey method with government staff respondents in Yogyakarta, Indonesia. The sampling technique used purposive sampling which collected 340 questionnaires. The data analysis method uses Moderated Regression Analysis (MRA). The study results show that workplace spirituality has a positive effect on employee performance. This study found interesting results, namely, employee engagement moderates and strengthens the influence of workplace spirituality in improving employee performance. The implications of this study describe how spirituality in the workplace, strengthened by employee engagement, affects employee performance. The findings of this study instill spiritual beliefs and practices in the workplace as a culture to stimulate employees to achieve performance.

Flourishing With Flexibility: Leader Communicative Support of Flexible Work Arrangements Enhances Employee Engagement and Well-Being

In the wake of the COVID-19 pandemic, more than half of U.S. employees whose work is capable of being done remotely report they use a hybrid work arrangement that includes some remote work and some work in the office. This poses a challenge for leaders because research shows that employee use of flexible work arrangements (FWA) can negatively affect employee outcomes. The current study, a cross-sectional survey of 1,258 employees who work full time in the U.S., uses the theory of communicative leadership to understand the influence of leader communicative support of FWA on the relationship between employee use of FWA and two employee outcomes: flourishing at work (a measure of well-being) and job engagement. Results show that higher levels of employee use of FWA is associated with less flourishing at work and job engagement; however, leader communicative support of FWA moderates this relationship, with high-quality leader communicative support associated with higher levels of flourishing at work and job engagement. The results have implications for leadership and work-life scholarship and provide practices that leaders can implement to help support employee engagement and well-being.

Leadership Strategies for Managing Human and Technological Diversity in the Industrial 5.0 Era: A Systematic Review

The problem formulation that arises from this research is how the efforts made by leaders in the industrial era 5.0 overcome problems related to the process of managing HR diversity and technological changes in increasing business innovation in order to increase business productivity and business sustainability, so that they can survive the changes that exist. This research focuses on discussing the efforts of leaders to overcome the problems of the process of managing HR diversity and technological changes in the 5.0 era in order to increase business innovation to increase business productivity and business sustainability. The results of the data analysis used used descriptive qualitative analysis using literature studies through systematic literature review. The research method uses a quantitative descriptive method of data analysis using the structural equation model (SEM) method, where the results of data processing with the SEM method are carried out with the PLS application. From the results of the study, it is concluded that the 5.0 leadership efforts in overcoming the management of HR diversity in increasing business innovation, namely building an inclusive culture, recognizing and appreciating diverse contributions, empowering employees, building intercultural skills, supporting inclusive research and development, using technology that supports engagement and collaboration and diversity-oriented monitoring and evaluation. The results concluded that the 5.0 leadership efforts in overcoming technology management in increasing business innovation, namely a deep understanding of technology, creating an environment that supports technological innovation, focusing on employee engagement and skills, partnering with technology experts, using technology for collaboration and communication, encouraging a culture of experimentation and learning, continuous review of processes and practices and recognition and reward for innovative contributions. Along with managing the diversity of human resources and technology in increasing business innovation, it can create more creativity and make leaders have to follow the direction and be able to adapt to changes so that the company can improve its performance and can continue to run its business optimally and be able to meet consumer needs properly.

Eco-Leadership in Action: Integrating Green HRM and the New Ecological Paradigm to Foster Organizational Commitment and Environmental Citizenship in the Hospitality Industry

The 21st century has spotlighted environmental sustainability in global discourse, urging businesses to act responsibly amidst climate change and resource depletion. This study explores the role of green human resource management (GHRM) in fostering the New Ecological Paradigm (NEP) among employees, enhancing organizational commitment (OC), and promoting organizational citizenship behavior towards the environment (OCBE) within the hospitality industry. Findings demonstrate that GHRM practices, including green recruitment, training, and performance management, significantly improve environmental performance and employee engagement in sustainability initiatives. Data were collected from 382 employees working in 5-star hotels in South Korea, utilizing a structured online survey to gather insights into GHRM’s influence on NEP, OC, and OCBE. The analysis was conducted using covariance-based structural equation modeling (CB-SEM) to rigorously test the hypothesized relationships among these constructs. However, integrating GHRM with NEP presents challenges, such as aligning organizational culture with eco-centric values and overcoming resistance to change. Motivated by the urgent need for sustainability, this research underscores the necessity for integrated HRM approaches to achieve sustainability. A key motivation behind this integration is to establish a workforce that not only understands but actively champions environmental stewardship, thereby strengthening the organization’s reputation and competitive advantage. Additionally, challenges such as balancing short-term operational costs with long-term environmental goals persist, requiring strategic commitment and effective resource allocation. Recommendations include embedding sustainability in HR policies, providing comprehensive environmental training, incentivizing green initiatives, establishing robust monitoring systems, and fostering cross-departmental collaboration to reduce the ecological footprint. This study contributes to the growing body of literature on sustainable business practices and highlights the strategic importance of eco-leadership.

Building a culture of excellence by transforming toxic corporate environments

The article explores the profound impact of corporate culture on organizational performance and employee well-being. It delves into the detrimental effects of toxic corporate culture, characterized by poor leadership, ineffective communication, high-stress levels, and unethical behavior, which collectively undermine productivity and morale. The study also examines the significant economic impact of toxic corporate culture, including decreased productivity, high employee turnover, increased absenteeism, reputational damage, legal and ethical costs, and reduced innovation. The article proposes a comprehensive framework for cultural transformation, emphasizing the importance of leadership development, emotional intelligence training, open communication, recognition and rewards, work-life balance initiatives, diversity and inclusion programs, conflict resolution training, and continuous learning and development. By implementing these evidence-based strategies, organizations can transition from toxic environments to thriving, healthy workplaces that foster excellence and sustainable success. This approach not only enhances employee satisfaction and engagement but also drives innovation and economic growth within the organization.

Sustainable Management Strategies for Enhancing Commercial Growth in the Public Health Sector

This study investigates sustainable management strategies for enhancing commercial growth in the public health sector, focusing on the interrelationship between sustainability practices and organizational performance. With the increasing pressure on healthcare systems to reduce costs while improving service quality, sustainable management has emerged as a critical approach to achieving these objectives. The research employs a mixed-methods design, combining quantitative analyses, including descriptive statistics, ANOVA, and structural equation modeling, to evaluate the effectiveness of sustainability initiatives such as waste reduction, energy efficiency, and community engagement.Findings reveal that organizations that implement comprehensive sustainability practices not only experience enhanced operational efficiency but also achieve significant cost savings and improved financial performance. This study contributes to the existing literature by highlighting the tangible benefits of sustainability in the public health sector, providing a framework for organizations to adopt effective strategies that align with environmental goals while driving commercial growth. The recommendations from this research emphasize the importance of leadership commitment, employee engagement, and ongoing training in sustainability practices. As the global emphasis on sustainability continues to rise, this study positions sustainable management as a vital component for the future success of public health organizations.

ANALYSIS OF THE INTEGRATION OF TECHNOLOGICAL INNOVATIONS IN THE MOTIVATION STRATEGIES OF THE ENTERPRISE

This article investigates the impact of contemporary technological innovations on corporate motivational strategies, focusing on the integration of digital tools, analytical systems, and mobile applications into employee motivation processes. The relevance of the topic is underscored by the rapid technological advancements that are transforming management practices and employee needs, as well as enhancing business competitiveness. The works of Ukrainian scientists and economists have been analyzed regarding various aspects of the impact of modern technologies on employee motivation, approaches to their implementation, and the practical results they provide for enterprises. The paper examines how technological innovations—particularly digital feedback platforms, analytical systems, mobile applications, and gamification—affect motivational strategies by enabling more personalized and effective motivation management. It explores how these tools contribute to increased employee productivity, reduced turnover, and improved organizational culture. Existing approaches and outcomes of new technology implementations are evaluated, highlighting the need for further research to develop adaptive and dynamic motivational systems. The article offers recommendations for optimizing employee motivation processes through modern digital tools and approaches. The findings are valuable for practitioners and researchers involved in human resource management and technological innovations in business. Attention is drawn to further research on the impact of technological innovations on employee turnover management and the adaptation of new hires. It is determined that assessing the effectiveness of new approaches to employee integration and motivational support during the first months of employment can help develop strategies that reduce turnover rates and increase the engagement of new employees. It is substantiated that the prospects for further research in this field focus on expanding the understanding of how technologies can not only support but also transform motivational strategies, providing businesses with new opportunities to achieve their goals and enhance competitiveness.

The Influence of HRM, Employee Engagement, and Organizational Commitment on Employee Turnover Intention

High turnover rates are a significant challenge in the healthcare sector, where employee retention is critical to maintaining service quality and organizational performance. The purpose of this research is to determine and analyze the effect of HRM, employee engagement and organizational commitment on employee turnover intention at Tebet Hospital Jakarta, Atmajaya Hospital Jakarta, and UKI Hospital. The research method used was qualitative, which involved in-depth interviews with key respondents from the three hospitals. Primary data was collected using a structured questionnaire and analyzed using SEM-PLS (Structural Equation Modeling-Partial Least Squares). The findings show that HRM has a positive but not statistically significant influence on employee engagement, while significantly reducing turnover intention. Organizational commitment is positively and significantly related to employee engagement and decreased turnover intention. In addition, turnover intention positively affects employee performance. This research has implications highlighting the need for hospitals to develop more effective HRM strategies that encourage employee engagement and strengthen organizational commitment, ultimately reducing turnover rates.