Tag Archives: Employee Engagement

The organizational images that influence employee engagement with mediator variables psychological capital (Published)

Creating organizational images of employees is relevant to the organization and is an important factor for employees, choosing a job, namely deciding to work for the company and positive images of employees about the company after working (Barber, 1998). Furthermore, the factors that determine the formation of employees’ views on organizational images, include; product brand, reputation, corporate identity and corporate social responsibility (Harrison (1995), Walsh, et al (008) and these factors can foster the pride of organizational members. Employees’ understanding of organizational images that positively affects psychological conditions and encourages the formation of positive psychological conditions known as Psychological Capital as PsyCap, as an individual positive psychological state characterized by; self-efficacy, optimism, hope and resilience. Youssef and Avolio (2007). So that PsyCap is driven by external factors that come from the environment and management organizations are capable of driving employee engagement. Employees with strong PsyCap, influenced by pride in the organization, are able to encourage employees to play a role in realizing the vision and mission of the organization, being loyal as a form of emotional, cognitive and physical attachment to employees called employee engagement (Kahn 1990.  Employee engagement consists of: say, strive   and stay (Hewitt, 2004). In this study, variable organizational images were represented by 17 questions, a validity score of 0.55 and a reliability score of 0.95. Psycap with 15 questions, a validity score of 0.48 and a reliability score of 0.93 and Employee engagement represented by 13 question items with a validity score of 0.42 and a reliability score of  0.90. The results of hypothesis testing with the coefficient                    ʎ = ​​0.15 (t hit 5.14 ˃1.96) illustrate the influence of employee organizational images on employee engagement with the PsyCap mediator variable is positive and significant.

Keywords: Employee Engagement, orgaizational images, psychological capital

Psychological Capital the Basic Model that Affects Employee Engagement (Published)

Psychological capital is a positive psychological condition owned by individuals, which can be used as a basic model for forming employee engagement. Psycohological capital consists of four aspects, namely: self efficacy, optimism, hope, and resilency(Youssef & Avolio, 2007).Meanwhile, employee engagement is a positive motivational state for employees with the presence of four behavioral aspects, namely: me, stay and strive. Employee engagement is strongly influenced by the psychological condition of employees at work or employee perceptions of the company organization. This situation can develop Psycohological capital of employees towards the Corporation and increase employee engagement of employees towards the Corporation. Therefore, this research will measure psycohological capital as the basic model that employees have in increasing employee engagement. This research was conducted on employees of an airline, using a psychological capital questionnaire with 32 questions, a validity score of 0.48 and a reliability score of 0.93. While the employee engagement questionnaire has 24 questions, the validity score is 0.42 and              the reliability score is 0.90.  The hypothetical model has been tested and fit with the data, thus            it can be described between psychological capital and employee engagement significant,       with a correlation β = 0.37 (t – value = 8.38> 1.96).

Keywords: Employee Engagement, corporation, psychological capital, psycohology

Employee Engagement and Performance of Selected Private Universities in Delta State, Nigeria (Published)

In the present turbulent and unpredictable Nigerian business environment, the non-availability of employee voice in some private universities in Delta State has made employee turnover intention a major problem. The broad objective of the study is to determine the relationship that exists between employee engagement and performance of selected private universities in Delta State, while the specific objective is to ascertain the extent to which employee voice affects turnover intention of employees in the selected private universities in Delta State. Survey research design was adopted for the study, a total population of 254 employees in the selected private universities was used for the study, and the Taro Yamane sampling technique was used in selecting the sample size of 155 employees. The data collection tool employed by the researchers was the questionnaire, while the analysis of the data was done using the Pearson product moment correlation coefficient analysis. The findings revealed that there is a significant positive relationship between employee voice and turnover intention of employees in the selected private universities in Delta State. Based on the findings, the researchers concluded that when employees have a voice on matters that affects them in the organisation, it increases employees desire to stay in such organisation. The researchers however recommended that management of private universities should provide an avenue through which employees can express their opinions on matters that affects them.

Keywords: Employee Engagement, Employee Voice, Performance, Turnover Intention

Employee Engagement and Performance of Selected Private Universities in Delta State, Nigeria (Published)

In the present turbulent and unpredictable Nigerian business environment, the non-availability of employee voice in some private universities in Delta State has made employee turnover intention a major problem. The broad objective of the study is to determine the relationship that exists between employee engagement and performance of selected private universities in Delta State, while the specific objective is to ascertain the extent to which employee voice affects turnover intention of employees in the selected private universities in Delta State. Survey research design was adopted for the study, a total population of 254 employees in the selected private universities was used for the study, and the Taro Yamane sampling technique was used in selecting the sample size of 155 employees. The data collection tool employed by the researchers was the questionnaire, while the analysis of the data was done using the Pearson product moment correlation coefficient analysis. The findings revealed that there is a significant positive relationship between employee voice and turnover intention of employees in the selected private universities in Delta State. Based on the findings, the researchers concluded that when employees have a voice on matters that affects them in the organisation, it increases employees desire to stay in such organisation. The researchers however recommended that management of private universities should provide an avenue through which employees can express their opinions on matters that affects them.

Keywords: Employee Engagement, Employee Voice, Performance, Turnover Intention

The Impact of Motivation on Employee Performances: A Case Study of Karmasangsthan Bank Limited, Bangladesh. (Published)

Employees are the heart of any organization. For any organization to operate smoothly and without any interruption, employee cooperation cannot be replaced with anything else. It is of utmost importance that the employees of an organization not only have a good relationship with the top management, but also they maintain a healthy and professional relationship with their coworkers. The following study is a self-conducted research on how motivational tools impact the performance of employee for betterment. The study also focused on de-motivation factors affecting employee performance negatively. A sample of individuals was selected and was interviewed with a self-administrated questionnaire to obtain primary data. The data was analyzed using descriptive statistical analysis methods. The results obtained indicate that if employees are positively motivated, it improves both their effectiveness and efficiency drastically for achieving organizational goals.

Keywords: Decision Making, Employee, Employee Engagement, Motivation, Organizational Performances and Job satisfaction, Organizational goals, Productivity

Impact of Working Environment and Training & Development on Organization Performance through Mediating Role of Employee Engagement and Job Satisfaction (Published)

In today’s challenging and competitive environment organizations and institutes are making continuous effort to improve the performances of their employees. To investigate this notion this study has used a deductive approach with a cross-sectional research design & self-completion survey instrument. This approach has been used to collect data from 300 respondents. Structure Equation Modeling (SEM) technique has been used for analysis and result generation. Employee engagement and job satisfaction are found to act as mediator between working environment, training & development and organization performance. Working environment, training & development, employee engagement and job satisfaction appear to be effective ways in developing a strong relationship with organization performance. The present study could facilitate and provide a guidelines to consider implementation of practical applications regarding enhancing the employee engagement. This study suggests that employee engagement and satisfaction play the mediating role between working environment, training & development and organization performance

Keywords: Employee Engagement, Job Satisfaction, Organization performance, Training & Development, Working Environment

Knowledge Storage, Retrieval and Employee Performance: The Moderating Role of Employee Engagement (Published)

Knowledge has been considered by organizations as a strategic resource in enhancing both individual and organization performance. Organizations in their effort to store knowledge encourage employees to document which is then stored in repositories where it can be accessed with ease and used by anyone in the organization who needs it. Accessing knowledge and learning appropriate knowledge. Based on this argument, the study sought to establish the relationship between knowledge storage and retrieval and employee performance and also to determine the moderating effect of employee engagement on the relationship between knowledge storage and retrieval and employee performance. Human capital theory, resource based view and knowledge based view theory informed the study. The study used explanatory research design. The target population was 3147 employees in public technical institutions in Rift valley and 343 formed the sample size as per Cochran’s formula. Random sampling technique was used to identify the respondents who filled the questionnaires. Data was analyzed using descriptive and inferential statistics and presented in form of frequencies, percentages charts and graphs. The study showed that there is a relationship between knowledge storage, retrieval and employee performance. The study further revealed that employee engagement moderates the relationship between knowledge storage, retrieval and employee performance.

Keywords: Employee Engagement, Employee Performance, Knowledge Storage and Retrieval

A Research Perspective on Impact of Employee Engagement on 3 ‘P’s In Aviation Industry (Published)

The intent of this research is to bring out strategic impact of one of the facet of the employee engagement – work life balance in high precision service industry and analyse it’s impact on Performance, Productivity and Profitability as popularly known as ‘3P’. .Author has tried to highlight the importance of employee engagement through instituting systems and practices of work-life balance on performance, productivity and profitability of the organisation. Accordingly author has chosen aviation industry which is characteristically known as high demand service industry. Background and introduction highlighted the key rationale and understanding of the research area and literature review has been provided to create an academic platform to conduct the research. Author has chosen case based approach to investigate the key research aim, objectives and questions to present comprehensive analytical insights on the area. Conclusion and recommendation has been made to value add in the subject area and towards future research.

Keywords: Aviation Industry, Employee Engagement, Performance, Productivity

Employee Work Engagement and Organizational Commitment: A Comparative Study of Private and Public Sector Organizations in Ghana (Published)

Employee engagement remains a relatively virgin area especially in the Sub-Saharan region. The present study investigated employee work engagement and organizational commitment using a comparative approach of private and public sector employees in Ghana. One hundred and five (105) employees of three public and three private organizations with analogous characteristics in the Accra Metropolis of Ghana were purposively sampled. Four hypotheses were tested. Pearson product-moment correlation and Independent t-test were the statistical tools used in analyzing the data collected. The findings of the study revealed a significant positive relationship between employee engagement and employee commitment. Employees of private organizations have a higher level of employee engagement and organizational commitment than employees in public organizations, and long-tenured and short- tenured employees did not differ in commitment levels. The findings of this study are discussed with reference to the reviewed literature, Job Demand-Resources Model and Social Exchange Theory. The present study points out the need for employees to be provided with resources needed to perform their work roles since it has consequential effects on employee engagement and organizational commitment

Keywords: Accra Metropolis, Employee Engagement, Ghana, Job Demand-Resources Model, Organizational Commitment, Social Exchange Theory