Foster Employee Engagement Research Articles

Compensation‐based incentives, ERP and delivery performance

PurposeThe purpose of this paper is to investigate the role of compensation‐based incentives in relationships between enterprise resource planning (ERP) usage and delivery performance in manufacturing.Design/methodology/approachThe authors carry out two studies exploring links between ERP, incentives, and performance from alternative perspectives: first, of incentives tied to regular production activities, and their relationship with delivery performance advantage over competitors; second, of incentives tied to improvement activities and their relationship with delivery performance improvements. Statistical analysis is carried out on data from 698 metal‐working manufacturers from 22 countries, giving a broad cross‐sectional view of a global industry.FindingsThe studies indicate that ERP usage relates positively with both delivery advantage and delivery improvements. Furthermore, incentives tied to improvement initiatives may explain delivery improvements, both directly and as moderators in the relationship between ERP and performance.Research limitations/implicationsThe results suggest that ERP adoption can be framed as a principal‐agency phenomenon where performance outcomes are partially influenced by incentives.Practical implicationsThe results imply that incentives tied to improvement initiatives may foster employee engagement with the new ERP, leading to stronger delivery performance benefits.Originality/valueTo the best of the authors' knowledge, this is the first research to explore ERP usage as a principal‐agency problem, and to analyse its relationships with incentives under alternative performance perspectives. The results may significantly contribute to the knowledge of ERP‐performance relationships and the role of incentives.

Fostering Employee Engagement through Human Resource Practices: A Case of Manufacturing Firms in Malaysia

ABSTRACT The primary objective of this study is to determine the influence of human resource management (HRM) practices on employee engagement. HRM practices comprise of training and development, financial and non-financial recognition, fringe benefits, and supervisor-subordinate relationship. A total of 306 operational level employees in manufacturing firms in the Northern Region of Peninsular Malaysia reported on HRM practices in their respective organizations as well as their level of engagement at work. Statistical analyses were conducted to examine the influence of HRM practices on employee engagement. The findings reported a significant and positive impact of financial and non-financial recognition as well as fringe benefits on employee engagement. The regression analysis result indicated that 40 percent of total variance of employee engagement was explained by HRM practices dimensions. Discussions elaborated on the research results while implications brought to fore the theoretical and practical contributions of this study. Finally, recommendations addressed several directions for future research. Keywords: Human resource management practice; Employee engagement; Malaysia ABSTRAK Objektif utama kajian ini adalah untuk mengkaji pengaruh amalan pengurusan sumber manusia (PSM) terhadap keterlibatan pekerja. Amalan PSM terdiri daripada latihan dan pembangunan, pengiktirafan kewangan dan bukan kewangan, faedah sampingan, dan hubungan penyelia dengan pekerja. Sejumlah 306 pekerja peringkat operasi dalam syarikat perkilangan di kawasan Utara Semenanjung Malaysia telah menjawab soal-selidik mengenai amalan PSM dalam organisasi masing-masing serta tahap keterlibatan mereka di tempat kerja. Analisis statistik telah dijalankan untuk mengenalpasti pengaruh amalan PSM terhadap keterlibatan pekerja. Hasil kajian mendapati terdapat hubungan yang signifikan dan positif antara pengiktirafan kewangan dan bukan kewangan serta faedah sampingan dengan keterlibatan pekerja. Keputusan analisis regresi juga menunjukkan bahawa amalan PSM menjelaskan sebanyak 40 peratus varians dalam keterlibatan pekerja. Perbincangan memperjelaskan hasil kajian manakala implikasi menjelaskan sumbangan teoretikal dan praktikal kajian ini. Akhir sekali, cadangan kajian mengemukakan beberapa arah kajian untuk masa hadapan. Kata kunci: Amalan pengurusan sumber manusia; Keterlibatan pekerja; Malaysia

MANAGEMENT COMPETECIES FOR ENHANCING EMPLOYEE ENGAGEMENT AT WORK: A CASE STUDY OF THE RAJBY INDUSTRIES KARACHI

Purpose- Major aim of this study was to evaluate the impact of competency management on employee engagement and to identify leadership or management behaviors which are key drivers of employee engagement. A competency approach was adopted in this study to define the constellation of skills and behaviors required by an individual manager to facilitate employee engagement in their staff. In Pakistan there are serious management problems across the organizations. Line managers or senior managers do not have proper training, skills and experience to effectively manage employees at work. Therefore, the prime purpose of this study was to explore and identify core competencies of managers in order to enhance employee engagement in the workplace. Methodology/sample- The study involved use of questionnaires filled by 100 respondents (with age ranging from 21 to 60) of Rajby industries. Respondents comprised non-managerial staff only. Random sampling technique was used to carry out this research. To analyze the data, Regression and ANOVA tests were applied. Findings- The analysis of results clearly suggested that there was significant impact of competent management on employee engagement. It shows that in order to enhance employee engagement, it is important for managers to display competent behaviors such as giving feedback on proper time, praise and recognition etc Practical Implications- The outcomes of the research might help organizations to design and develop competency framework which provide clear guidelines to managers and supervisors to foster employee engagement.

The use of coaching principles to foster employee engagement

The emerging area of positive psychology has created a heightened interest in applied positive organisational practices, such as coaching, which is increasingly being understood from the positive psychological perspective. A key focus in this area has been what organisations can do to engage their employees, in the form of organisational level drivers of engagement. However, there has been less concern with the individual level (or internalised) drivers that deliver an engaged state. Through an in-depth thematic analysis of factors known to contribute to peak performance at work, this research has identified a series of individual level drivers that contribute to an engaged state. The three individual drivers are Focusing Strengths, Managing Emotions and Aligning Purpose, which can be understood and applied practically through coaching interventions. Through coaching dialogues, it is proposed that individuals can work to utilise their signature strengths, positively manage their emotions and align their values to those of the organisation more effectively, ultimately serving to enhance their happiness, well-being and engagement, and thus be more likely to achieve peak performance.

Getting engaged: Public-service merit and motivation revisited

Abstract: The concepts of merit and motivation are central to recruiting and retaining high-quality public servants. The meaning of merit has evolved to the more flexible interpretation contained in the 2003 federal Public Service Employment Act (PSEA), and the concept of motivation has become much more central to public management. The PSEA enshrines merit and non-partisanship as the main values to be protected in public-service appointments. It also provides a new definition of merit. Employees with a high level of public-service motivation (PSM) are predisposed to having greater job satisfaction and organizational commitment and, therefore, to performing at a higher level. The challenge is to recruit and retain employees with a high PSM level and to maintain this level while fostering high performance by other employees. This challenge is being pursued in part by fostering employee engagement in the sense of job/organization satisfaction and organizational commitment. Among the major drivers of employee engagement is fair staffing practices, including merit-based hiring. The successful pursuit of a high level of employee engagement can improve public-sector management in general and human resource management in particular. Sommaire: Les concepts de mérite et de motivation sont essentiels au recrutement et au maintien d'excellents fonctionnaires. La signification du mérite a évolué pour aboutir à une interprétation plus souple contenue dans la Loi de 2003 sur l'emploi dans la fonction publique (LEFP) du gouvernement fédéral, et le concept de motivation est devenu beaucoup plus essentiel à la gestion publique. La LEFP inscrit le mérite et l'impartialité politique comme les principales valeurs à protéger dans les nominations de fonctionnaires. Elle prévoit également une nouvelle définition du mérite. Les employés qui ont un niveau élevé de motivation pour la fonction publique (MFP) sont prédisposés à tirer une plus grande satisfaction professionnelle, à faire preuve d'un plus fort engagement envers l'organisation et, par conséquent, àêtre plus performants. Le défi consiste à recruter et retenir des employés ayant un niveau élevé de MFP et à faire en sorte qu'ils maintiennent ce niveau tout en encourageant une forte performance de la part des autres employés. Ce défi peut être en partie relevé en encourageant l'engagement des employés sur le plan de la satisfaction professionnelle et du degré d'attachement à l'organisation. Parmi les principaux catalyseurs de l'engagement des employés, on note les méthodes de dotation équitables, y compris l'embauche fondée sur le mérite. L'obtention d'un haut niveau d'engagement de la part des employés améliore la gestion du secteur public en général, et la gestion des ressources humaines en particulier.

The engagement factor: building a high‐commitment organization in a low‐commitment world

Purpose – Attracting and retaining a talented work force is a strategic imperative. Doing so requires organizations to create an overall context through a set of macro‐level organizational practices we refer to as the HR value chain. However, this organizational context must be supplemented at the micro level through leader behavior, job characteristics, and challenging goals. An evidence‐based integrative model of organizational practices is developed that will lead to a high level of employee engagement.Design/methodology/approach – The paper addresses several key questions: Do engaged employees perform better than those that are not engaged? How should companies best organize their HR processes at a firm‐wide level to foster employee engagement? What should companies do at an employee level to foster engagement? What is the role of employee to manager trust in employee engagement? A review and summary of existing empirical literature from the areas of employee engagement, human resources, strategy, and...

Understanding Stakeholder Responses to Corporate Citizenship Initiatives: Managerial Guidelines and Research Directions

Firms are increasingly devoting attention to corporate citizenship initiatives. Despite the great interest in these initiatives, there is little academic research on their potential effects to guide managerial decisions. This article draws on theories from the consumer behavior literature to identify how socially oriented programs can foster both consumer and employee engagement, while also improving the welfare of society at-large and the financial fortunes of companies. In doing so, the authors advance a research agenda and offer prescriptive managerial advice.

The Sustainable enterprise fieldbook: when it all comes together

Building an organization's commitment to sustainability is not just a means to enhancing the health, diversity, and strength of the world's ecosystems but a financially and socially sound best practice as well. The Sustainable Enterprise Fieldbook helps readers understand what sustainability means, and how they can implement it in their organization. Collecting the wisdom of an outstanding network of experts, the book uses models, tools, case studies, and examples from a wide range of companies to show readers how they can: manage the transition to an eco-friendly culture - foster employee engagement - integrate sustainability into the day-to-day realities of their business - oversee both short-and long-term goals for their sustainability initiatives Also included are metrics allowing readers to measure their efforts in promoting an environmentally responsible organization. This book provides the crucial guidance organizations need to make money and make a difference.

It's 2008: do you know where your talent is? Connecting people to what matters

PurposeThe purpose of this paper is to speak of the importance of connecting people in the workplace. It describes the types of connections that foster employee development and engagement, and proposes methods and tools that help strengthen these connections.Design/methodology/approachThe analysis in this report is based on industry and literature reviews and interviews with top executives. It builds on research carried out by Deloitte Research on talent management.FindingsIn today's competitive talent market, it is not sufficient for companies to follow a traditional “attract‐retain” talent management strategy. A “develop‐deploy‐connect” strategy seems to better engage and meet the demands of the workforce. Of these three components, “connect” is emerging as the most important but least understood.Practical implicationsBecause value today is created largely out of interactions, people's connections are increasingly important and complex. Companies that do not invest thought and effort in understanding this amorphous topic will find themselves battling attrition. Conversely, meaningful connections help people build the networks and relationship skills that lead to professional effectiveness and organizational growth.Originality/valueThis article categorizes connections into three main types: people to people, to a sense of purpose, and to the resources they need. It presents leaders with a solid framework, research‐backed ideas and leading practices to connect people for performance.