Impact Of Employee Engagement Research Articles

The Impact of Employee Engagement on Organizational Performance: An Analysis of Key Psychological Traits and Business Outcomes

This research investigates employee engagement across various organizations to identify key factors influencing it, methods of measurement, and its impact on organizational performance. Data was collected from 300 employees representing diverse industries, including technology, healthcare, finance, manufacturing, and education in around Pondicherry. The study focuses on critical factors such as leadership, organizational culture, recognition, and work-life balance. A strong correlation was found between high engagement levels and positive organizational outcomes, such as increased productivity, reduced turnover, enhanced job satisfaction, and improved employee retention. Quantitative data will be analyzed using SPSS and AMOS for Structural Equation Modeling (SEM), employing descriptive and inferential statistics to assess relationships between variables. Additionally, the study highlights sector-specific challenges in maintaining employee engagement, especially in industries with high job demands or budget constraints. The findings suggest practical strategies for enhancing engagement, such as fostering supportive leadership, offering career development opportunities, and promoting flexible work arrangements. The paper concludes with recommendations for refining measurement approaches and suggests avenues for future research on sustaining long-term engagement in evolving work environments.

Generative AI as a catalyst for HRM practices: mediating effects of trust

This study investigated the impact of generative AI tools on human resource management practices, organizational commitment, employee engagement, and employee performance. The authors also investigated the mediating role of trust in the relationship between user perception and organizational commitment. A structured questionnaire was used to collect the data from the information technology industry employees to measure the 9 reflective constructs optimism, innovativeness, ease of use, usefulness, trust, organizational commitment, vigor, dedication, and employee performance. Two constructs, ease of use and usefulness, are modeled as a higher-order construct – User Perception, whereas vigor and Dedication are modeled as another higher-order construct, Employee Engagement. The mode-fit indices were assessed for both the higher- and lower-order constructs, and the model-fit indices for both the models, higher- and lower-order constructs reveal an excellent model fit. Positive and statistically significant impacts were observed between the study constructs. The impact of organizational commitment on employee engagement was positive and statistically significant, and in turn, the impact of employee engagement on employee performance was also positive and statistically significant. Trust partially mediated the relationship between user perception and organizational commitment, fostering enhanced employee engagement and performance. The theories of technology readiness, stimulus-organization-response, and technology acceptance model were utilized in the development of the study’s theoretical framework, which provided fresh perspectives on how employee engagement, organizational commitment, and performance are influenced by user experience and trust in the context of generative AI. Theoretically, it opens up new applications such as personalized education and services, digital art, and realistic virtual assistants that were previously unfeasible or impractical for automation. The practical implications are that the field of interdisciplinary research as well as the information technology industry will be greatly impacted by generative AI. To facilitate swift adoption, the principles of generative AI are conceptualized from model-, system-, and application-level perspectives in addition to a social-technical perspective, where they are explicated and defined. In the end, our research has given future scholars a significant research agenda that will enable them to study generative AI from different theoretical perspectives while incorporating the concepts from these theories.

Impact of employee engagement on Organizational Productivity

This study aims at establishing the relationship between employee engagement and organizational performance with emphasis on communication, career growth and rewards. This research adopts a quantitative approach with data collected from one hundred workers across the organization departments. These tests indicated that the relationship between EE and actual performance is rather low, thus indicating that although engagement is a critical concept to consider, it cannot solely explain the performance of an organization. Some common factors such as communication and career management came out with a compromise to show that these factors are quite effective depending on how such factors are adopted or perceived by the employees. This paper proposes ways to increase employee participation, such as increasing communication clarity, providing equal opportunity for staff to receive recognition, and creating clear career paths. They are strategies which can assist the organizations in encouraging the employees and may ultimately increase productivity in the long run.

The Impact of Employee Engagement as a Mediation Variable on Perceptions of Organisational Support and Compensation of Employee Performance

The Impact of Employee Engagement as a Mediation Variable on Perceptions of Organisational Support and Compensation of Employee Performance

The impact of job satisfaction on organizational commitment with employee engagement as moderating variable

The purposes of the study are to analyze; 1) the impact of job satisfaction on banking employee’s organizational commitment, 2) the impact of employee engagement on organizational commitment, 3) the impact of job satisfaction on employee engagement, and 4) the indirect effect of job satisfaction on organizational commitment of banking employees in Padang with employee engagement as a moderating variable. The type of research is causative research, which aims to see how far the independent variables affect the dependent variable. The research data was collected came from 180 employees who worked in banking, in which they had more than 2 years of experience. Then the data to analyze using the structural equation modeling (SEM) approach with Smart PLS 3.0 software. The results showed that: 1) Job satisfaction has not a direct effect on organizational commitment in banking employees in Padang; 2) Employee engagement has a direct and significant effect on organizational commitment of banking employees in Padang; 3) Job satisfaction has a direct and significant effect on employee engagement banking employees in Padang and 4) Job satisfaction has an indirect and significant influence on employee organizational commitment when mediated by employee engagement. The contribution of this study is expected to provide information for companies in developing and improving employee attitudes to have a high commitment to the company. This is intended so that employees can contribute to providing excellent service to increase organizational competitiveness.

A Study on Impact of Employee Engagement on Employee Productivity

A Study on Impact of Employee Engagement on Employee Productivity

The Impact of Employee Engagement and Employee Motivation on Employee Turnover Intention and the Mediating Role of Organizational Commitment

This study aims to provide a deeper understanding of reducing Turnover Intention (TI) by examining the role of Organizational Commitment (OC) in mediating the relationship between Employee Engagement (EE) and Employee Motivation (EM) toward TI. This study is designed as quantitative research that surveyed 105 employees using online questionnaires in the Sales Marketing division of Fast Moving Consumer Goods (FMCG) companies in the Jabodetabek area, Indonesia. SmartPLS 3.0 was used to analyze the data to obtain the SEM model form and hypothesis outcomes. This study found that EE had an insignificant positive effect on OC, while EM had an insignificant negative effect on OC. This study also remarkably found that OC did not serve the role of mediating the relationship between EE on TI and EM on TI. However, the study has revealed that EM and OC have a significant negative effect on TI, while EE has a significant positive effect on TI. In conclusion, these existing results indicate that, besides these three variables, other variables may affect TI in FMCG industrial organizations.

The impact of employee engagement and innovation performance on business success in manufacturing and service enterprises in Albania and Kosovo

This study aims to investigate the interplay between employee engagement and innovation performance in shaping the success of manufacturing and service enterprises in Albania and Kosovo. The data collection involved the distribution of questionnaires to entrepreneurs, managers, and employees of the enterprises, with direct interviews conducted in some cases. The data collection period spanned from the end of 2022 to the beginning of 2023. SPSS was employed to create the database and analyze the collected data. The study encompasses 190 companies operating in the services and production sectors, with 100 located in Albania and 90 in Kosovo. The selection of these sectors is based on their significant contribution to the region’s economic landscape. Of the total enterprises, 105 (55%) are manufacturing enterprises, and 85 (45%) are service enterprises.The findings reveal a robust and positive correlation between employee engagement, innovation performance, and business success. Employee engagement (r = 0.458**) and innovation performance (r = 0.396**) exhibit significant correlations (p < 0.01), with both factors demonstrating statistical significance (p = 0.000). The multivariate regression analysis confirms the positive influence of both employee engagement and innovation performance on business success, supported by a significance of ANOVA analysis (p = .000). This study contributes to the understanding of the specific dynamics of employee engagement and innovation performance in the context of manufacturing and service enterprises in Albania and Kosovo. It offers valuable insights for managers and entrepreneurs seeking to enhance the success of their organizations.

The Impact of Employee Engagement on the Perfomance of an Organisation- A Case Study of Pretoria Portland Cement Zimbabwe Limited (PPC).

The Impact of Employee Engagement on the Perfomance of an Organisation- A Case Study of Pretoria Portland Cement Zimbabwe Limited (PPC).

Impact of Employee Engagement on Organizational Performance – Moderating Role of Job Satisfaction

This study explores the relationship between organizational performance (OP), employee engagement (EE), and job satisfaction (JS) as a moderating factor among IT workers in Bangalore City. Research indicates a positive correlation between OP and EE, suggesting that engaged employees lead to better organizational outcomes. Job satisfaction, acting as a moderator, can either strengthen or weaken this connection. This study employs a quantitative approach to examine these dynamics and determine how JS influences the effect of EE on OP. Understanding the role of JS as a moderator can help IT managers tailor their engagement initiatives to maximize their impact on organizational performance. Recognizing the importance of JS in this relationship allows managers to make more informed decisions on effectively boosting employee engagement within their teams. Addressing both engagement and satisfaction can lead to a holistic approach to improving overall employee well-being and productivity. This integrated strategy can result in a more motivated and committed workforce, ultimately benefiting the organization. Exploring the impact of different leadership styles on employee well-being and productivity could offer valuable insights for managers aiming to enhance team dynamics. Incorporating employee feedback helps organizations understand individual needs and preferences, leading to more effective strategies for fostering a positive work environment. By focusing on both engagement and satisfaction, managers can create a supportive environment that promotes higher performance and satisfaction among employees, contributing to the overall success of the organization.

The impact of employee engagement on organizational agility in the digital age: A case study of the software development company

The impact of employee engagement on organizational agility in the digital age: A case study of the software development company

The Impact of Employee Engagement and Work Placement on the Performance of UMKM Employees in Sambal Pecel Kediri

This research is to find out how the performance of Sambal Pecel Kediri UMKM employees is influenced both partially and simultaneously by work engagement and placement. In this research, each member of the population is taken as a sample, which is known as a saturated sampling technique. A total of 30 employees from UMKM Sambal Pecel Kediri were research subjects. Observation, interviews, literature research, and questionnaires are the methods used to obtain data. To measure the data, a Likert scale was used. In addition, validity, reliability, classical assumptions, multiple linear regression analysis, t test, and F test were used. From the research results, the employee engagement variable has an influence but is not significant on the employee performance variable. The work placement variable has a partial and significant influence on the employee performance variable. Simultaneous test results show that employee engagement and work placement variables simultaneously influence employee performance variables. This is known from the results of the F test with a sig value of 0.000 (0.000<0.05).

The Impact of Employee Engagement, Job Satisfaction, and Compensation and Benefits towards Gen Z’s Employee Performance in PT. XYZ

The Impact of Employee Engagement, Job Satisfaction, and Compensation and Benefits towards Gen Z’s Employee Performance in PT. XYZ

Impact of Employee Engagement on Organizational Growth and Employee Satisfaction: A Quantitative Investigation

Impact of Employee Engagement on Organizational Growth and Employee Satisfaction: A Quantitative Investigation

The impact of employee engagement on organizational productivity

The impact of employee engagement on organizational productivity

Impact of Employee Engagement, Work Environment, Organizational Culture on Organizational Citizenship Behavior Company

This research was conducted to determine its impact Employee Engagement, work environment, organizational culture on organizational citizenship behavior and intervening effect of job satisfaction at PT Tunas Baru Lampung Tbk, Sidoarjo. This type of research in the researcher uses quantitative methods by distributing questionnaires to 142 respondents of production employees PT Tunas Baru Lampung Tbk, Sidoarjo. Using a proportionate stratified random sampling technique, with a data analysis approach using structural Equation Modeling (SEM) method and analysis tool using AMOS version 24.0. The results of hypothesis concluded that the employee Engegement and organizational culture, with organizational citizenship behavior showed significant results. While the work enviroment does not significantly effect the organizational citizenship behavior.

Impact of Employee Engagement on Employee Performance with Mediating Effect of Employee Retention

A formal study determines the impact of varied approaches and perspectives on entrepreneurial behavior. Entrepreneurs are necessary in today's competitive business environment because they stay abreast of the most recent technological developments, which aid in expanding their enterprises. Statistical methods known as structured equation modelling (SEM) quantify and examine the connections between latent and observable variables. To determine the relationship between the study's independent, mediating, moderating, and reliant variables, researchers employed innovative PLS software to do structural equation modeling. Using a questionnaire, data is gathered from a random population sample using the SEM approach. The obtained information is subsequently examined using Smart PLS's analysis and testing capabilities. Overall, results from the majority hypothesis indicate that entrepreneurship is significantly affected. The R2 value is 0.560, which suggests that the factors affecting entrepreneurship account for 56% of the variance. As per the results, the significant influence of inspiring motivators on new business ventures, innovativeness, and responsiveness should urge managers to involve employees in formulating common strategic visions to encourage them to launch new internal creative projects. Additionally, managers should develop training programs to increase employee enthusiasm and creativity, improving their ability to think creatively and act in a self-renewing manner.

Relationship and Impact of Employee Engagement on Organizational Citizenship Behavior

Employee Engagement is counted among the major issues of the modern world. Almost every organization is confronted with it, however, it differs from organization to organization. Employee Engagement and organizational citizenship behavior, both are the prominent concepts now-a-days because they are really important for the success of an organization, these are popular and have a value between academic institutions and Industries. The current study is unique in terms of its population and area. So due to the mentioned reason current study analyze the relationship and impact of employee engagement and organizational citizenship behavior (OCB).

Impact of Employee Engagement and Work Culture on Transformational Leadership of Female Teachers of Secondary Schools: A Mediating Role of Work-Life Balance

Purpose: As more and more organizations are adopting transformational leadership practices, there has been an increased focus on employee engagement and work culture in both the academic and practitioner communities in recent years. Specifically, this study examines the effects of employee engagement and work culture on transformational leadership among female secondary school teachers of Pakistan in terms of their work life balance.
 Design/Methodology/Approach: To collect data from the 196 female teachers of secondary schools in Pakistan, a questionnaire was distributed using a convenient sampling technique. In order to analyze the collected data from the designated sample of the target population, an inferential statistical technique known as Structural Equation Modelling - Partial Least Squares (SEM-PLS) was employed. 
 Findings: Based on the findings of the study, employee engagement and work culture have a positive correlation with transformational leadership. The correlation between employee engagement and work culture with transformational leadership was also significantly mediated by work life balance. 
 Implications/Originality/Value: When professionals practice work life balance, employees' transformational leadership begins to rise in secondary educational institutions. The study will be of substantial assistance and benefit to policymakers and administrators of secondary schools, as well as researchers in Pakistan. Consequently, they will be able to adjust their programs and policies in order to meet the professional needs of female teachers in regard to employee engagement, work culture, and work life balance.

The Impact of Employee Engagement on Organizational Performance: A Study on Malaysian Pharmaceutical Organization

The Impact of Employee Engagement on Organizational Performance: A Study on Malaysian Pharmaceutical Organization