Employee Engagement: A Literature Review
- January 2019
- International Journal of Human Resource Studies 9(1):63
- CC BY-NC 4.0
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Shodhganga : a reservoir of Indian theses @ INFLIBNET
- Shodhganga@INFLIBNET
- Mother Teresa Womens University
- Department of Commerce
| Title: | A Study on Employee Engagement and Its Impact on Organizational Effectiveness In Select Global Companies In Bangalore City |
| Researcher: | Bhargavi.V.R. |
| Guide(s): | |
| Keywords: | commerce, employee, organizational, Global, Bangalore |
| University: | Mother Teresa Womens University |
| Completed Date: | 21.09.2015 |
| Abstract: | This thesis examines the factors that influence and shape employee engagement in the context of the global companies in Bangalore city. Corporate investments in building a competitive advantage by developing employee commitment and engagement are increasing, yet despite the increase in spending, research indicates levels of employee commitment and engagement are not improving accordingly, possibly putting employee-generated competitive advantage in jeopardy. Therefore, the present study was undertaken to measure the current engagement level of employees and its impact on organizational effectiveness and to recommend suggestions to overcome organizational ineffectiveness through employee engagement enhancement. The present research study was confined to only global companies situated in Bangalore city. newlineThe study was empirical in nature, therefore quantitative research was used for data gathering and analysis. The study was conducted through the survey method. To carry out the study, the structured questionnaire technique was used to gain an insight about the issues explored in the study. For the purpose of the study, both primary and secondary data were collected, to achieve the formulated objectives. The primary data was collected from employees having a minimum of three years of work experience. The secondary data was collected from journals, books and websites. This study is based on data collected from eight foreign global companies operating in Bangalore city. The study followed two stage sampling design. In the first stage, eight foreign global companies, having more than 150 employee s strength (in the company unit), earning more than US $ 5 billion (globally) and based in Bangalore, were selected. In the second stage, six hundred employees were randomly approached to fill in the developed questionnaire. Further, Mean Percentages, Standard deviation, Chi-Square test, Karl Pearson s correlation co-efficient and regression analysis were used to analyze and interpret the data. newline |
| Pagination: | vi, 240p. |
| URI: | |
| Appears in Departments: | |
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Employee engagement refers to a motivational state (Meyer & Gagné, 2008; Rich, Crawfo. d, 2010), characterized by exerting one's full self in a work role (Kahn,1990). S. th a trait-like a. d momentary construct, resulting in confusion over the stabilityof the con.
According to Meyer and Gagne, the employee engagement construct. overlaps significantly with autonomous motivation as defined by Self-Determination. Theory (Deci & Ryan, 1985), or SDT, and intuitively fits within the SDT framework. SDT is a theory of motivation which suggests that optimal human functioning arises from.
examined how job engagement related to a variety of constructs such as perceived support, job. involvement, core self-evaluations (i.e., a higher order positive self-appraisal construct. esteem, loc. s of control, neuroticism, and self-efficacy), and intrinsicmotivation. To obtain.
Employee Engagement and Burnout: A Quantitative Study of ...
Employee Engagement Kahn (1990) defined employee engagement as "the harnessing of the organizational members' selves in their work roles" (p. 694). He explained that engagement reflects an individual's simultaneous investment of emotional, cognitive, and physical energy into his or her work role.
Business leaders, who understand that job satisfaction has a significant role in organizational. commitment, and that employee engagement can be enhanced through satisfied. employees, can ensure higher productivity (Hanaysha, 2016). Research shows that 13% of worldwide employees are engaged (Bersin, 2014).
Employee engagement can apply to workers, employees, leaders, and managers. Some theories contribute to the construct of engagement such as . 2 motivation theory, leadership theory, and social exchange theory. A model that shows how four key HRM practices focused on engagement influence organizational climate,
Thesis - Final - February 2018 . Employee Engagement, Motivation, Resilience, and Leadership: An exploration of relationships within a Higher Education Institution . Thesis submitted in accordance with the requirements of the University of Chester for the degree of . Doctor of Philosophy by . Julie Mulliner MA, FCIPD, FSDF . February 9. th ...
Keywords: Employee engagement, hybrid work, remote work, work-from-home, return-to-office, communication mediums, social needs This thesis examined the relationship between employee engagement and communication mediums in a hybrid work setting using quantitative analysis. Communication mediums are
employee that are linked to the effective functioning of the organization (Bakker et al., 2012a). Support for the job resources and work engagement relationship has been reported by Bakker and Bal (2010), who found among their sample of 54 Dutch teachers that weekly work engagement was positively related to both in-role and extra-role performance.
Employee engagement is important because retaining talent is more cost effec-tive than recruiting and training new employees. Employee engagement is seen ... thesis is to understand and define motivation in a business setting, trying to dis-cover the reasons and topics that motivate employees. The thesis defines and
Employee engagement has emerged as a critical factor in determining organizational success and performance. in contemporary workplaces. This research paper aims to explore the intricate rela ...
Additionally, the OPM created an Employee Engagement Index (EEI) in 2010 to assess the factors that impact employee engagement and identify engagement potential within organizations (OPM, 2016). Items 3, 4, 6, 11, 12, 47-49, 51-54, 56, 60, and 61 make up the FEVS EEI. From 2010 to 2019, the average score among federal employees
By studying the transformational leadership-engagement-performance relationship at the. , researchers and companies can offer more concrete examples of how leader. shoulddelegate and d. has been proposed that supervisor support (May, Gilson, & Harter, 2004), trust in one's leader. ), and perceptions o.
(PDF) Employee Engagement: A Literature Review
Rodriguez, Jose Luis, "INCLUSIVE LEADERSHIP AND EMPLOYEE ENGAGEMENT: THE MODERATING EFFECT OF PSYCHOLOGICAL DIVERSITY CLIMATE" (2018). Electronic Theses, Projects, and Dissertations. 682. https://scholarworks.lib.csusb.edu/etd/682 This Thesis is brought to you for free and open access by the Office of Graduate Studies at CSUSB ScholarWorks. It
new model of employee motivation and engagement that is designed to be universally applicable. A qualitative research approach was selected for this thesis, as it best supported the thesis objective. Data was collected from a combination of relevant secondary sources, such as content and process based theories and models of employee motivation, and
Ensuring work engagement and empowerment plays a significant role in employee involvement (Nicholas & Erakovich, 2013). Effective leadership provides vision and direction for employee development (Souba, 2011). The ability for leadership to effectively communicate is a basis for employee engagement.
This thesis examines the factors that influence and shape employee engagement in the context of the global companies in Bangalore city. Corporate investments in building a competitive advantage by developing employee commitment and engagement are increasing, yet despite the increase in spending, research indicates levels of employee commitment ...
incentives; and professional training and development to improve employee engagement. The implications for positive social change include the potential to provide leaders with strategies to increase employee engagement, which may create employment opportunities for community members, which could lead to the stability and general well-being of the
The use of mentoring as a means for improving employee performance and learning, as an. training, and as a mechanism for retaining talen. has developed rapidlyover the last few decades (Dickson et al., 2013). Despite its use as a means for improving performance and empl. yee learning, few res. fostering engagement.
A more recent research conducted by Gallup (2013) was done in over 70 countries including Finland. In their 2013 research called The State of Global Workplace 11% of Finland's Employees were engaged, 76% were not engaged and 13% were actively disengaged (Gallup 2013). 4 How to measure and improve employee engagement.
The UWES measures three specific aspects of employee. engagement: vigor, which is intended to measure the level of energy felt by employees; dedication, which is intended to measure how involved employees are in their work; and. absorption which is intended to measure if there is a "sense of time passing quickly".