scholarly journals The Positive Effects of Task, Relation and Change Oriented Leadership Behavior on Employee Engagement

2021 ◽  
Vol 21 (6) ◽  
Keyword(s):  
Employee Engagement ◽  
Leadership Behavior ◽  
Positive Effects

PENGARUH KEPEMIMPINAN TRANSFORMASIONAL, KEPUASAN KERJA, KEPERCAYAAN KEPADA PEMIMPIN TERHADAP KETERIKATAN KERJA KARYAWAN PADA PT. BALI BIJAKSANA NUSA DUA – BALI

2019 ◽  
Vol 14 (4) ◽  
pp. 2455
Author(s):  
I Putu Dharmawan Pradhana ◽  
Putu Nova Kusuma Hendra
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Employee Engagement ◽  
Regression Coefficient ◽  
Linear Regression Analysis ◽  
Simple Random Sampling ◽  
Multiple Linear Regression Analysis ◽  
Coefficient Of Determination ◽  
Positive Effects ◽  
Trust In Leaders

The purpose of this study was to determine the effect of transformational leadership, job satisfaction, trust in leaders on employee engagement at PT.Bali Bijaksana Nusa Dua – Bali. The number of samples in this study were 75 employees with a simple random sampling method. Data collection used questionnaire. The data analysis technique used is the classical assumption test, multiple linear regression analysis, t-test, F-test and test coefficient of determination. The results of the study show that there are positive and partial positive effects of transformational leadership, job satisfaction, and trust in leaders in increasing employee engagement at PT. Bali Bijaksana Nusa Dua – Bali. The results showed that the transformational leadership regression coefficient (X1) was 0.268 with a value that meant that each increase in transformational leadership variables could increase employee engagement at PT. Bali Bijaksana Nusa Dua – Bali. Job satisfaction regression coefficient (X2) is equal to 0.303, which means that every increase in job satisfaction variables can increase employee engagement at PT. Bali Bijaksana Nusa Dua – Bali. Regression coefficient value to leader (X3) is equal to 0.256, which means that every increase in the trust variable in the leader can increase employee engagement at PT. Bali Bijaksana Nusa Dua – Bali. As  the results of the determination coefficient of 0.657, its means that 65.7% can explain the model or influence of each variable on work engagement, while the rest (100% -65.7% = 34,3%) is explained by other reasons outside research model.

scholarly journals Empowered Leadership and Employee Outcomes: Mediating Role of Employee Engagement

2018 ◽  
Vol III (II) ◽  
pp. 301-318
Author(s):  
Usman Ghani ◽  
Muhammad Tahir Masood ◽  
Zia Ur Rehman
Keyword(s):  
Employee Engagement ◽  
Organizational Citizenship Behavior ◽  
Leadership Behavior ◽  
Service Performance ◽  
Citizenship Behavior ◽  
Hierarchical Regression ◽  
Employee Outcomes ◽  
Empowering Leadership ◽  
Mediating Role

Drawing on empowerment literature and intrinsic motivation, this study examines the relationship of empowering leadership and employee outcomes (service performance and organizational citizenship behavior; OCB), along with mediating role of employee engagement. Based upon data of 970 officer level employees working in banking industry of Pakistan, hierarchical regression results demonstrated that empowering leadership behavior is positively related to employee service performance and OCB. Further, the results also reveal employee engagement partially mediated the relationships between empowering leadership and employee behavioral outcomes.

Engaging employees in China

2015 ◽  
Vol 20 (4) ◽  
pp. 448-467 ◽  
Author(s):  
Linjuan Rita Men ◽  
Chun-ju Flora Hung-Baesecke
Keyword(s):  
Employee Engagement ◽  
Communication Channels ◽  
First Century ◽  
Content Type ◽  
Face To Face ◽  
Corporate Transparency ◽  
Positive Effects ◽  
Study Results ◽  
The Impact ◽  
Organizational Transparency

Purpose – Academics and professionals across management and communication fields have increasingly recognized significant contributions of engaged employees to organizations. The purpose of this paper is to investigate the effect of communication channels, and communication attributes of transparency and authenticity on employee engagement in China. Design/methodology/approach – A web survey was conducted with 407 employees randomly selected from a variety of medium-sized and large corporations in China. Findings – The study results show that face-to-face interactions and social media are the most effective channels in building organizational transparency, authenticity, and engaging employees in China. Organizational transparency and authenticity demonstrate strong positive effects on employee engagement. Theoretical and practical implications are discussed. Originality/value – This study was among the first empirical attempts to examine the impact of corporate communication channels on employee engagement in China. It also contributes to the growing literature on corporate transparency and authenticity, two of the major communication trends identified in the twenty-first century.

Inclusion and employee engagement of nonfamily employees in family firms: moderating influence of procedural justice

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohammad Rezaur Razzak ◽  
Golam Mostafa Khan ◽  
Salem AlAbri
Keyword(s):  
Procedural Justice ◽  
Employee Engagement ◽  
Social Exchange ◽  
Social Engagement ◽  
Social Exchange Theory ◽  
Family Firms ◽  
Work Group ◽  
Affective Engagement ◽  
Content Type ◽  
Positive Effects

PurposeThis study investigates the influence of inclusion of nonfamily employees in family firms on their intellectual, social and affective engagement at the workplace. Furthermore, the framework proposed in the study considers the possible moderating influence of procedural justice in the above relationships.Design/methodology/approachA conceptual framework is developed with the support of the self-determination theory (SDT) and the social exchange theory. The study tests a set of hypotheses using survey data from 654 nonfamily employees working in private family firms in Malaysia.FindingsThe results reveal that inclusion has a positive and significant relationship with intellectual, social and affective engagement. While procedural justice moderates the association between inclusion and intellectual and affective engagement, it does not moderate the relationship between inclusion and social engagement.Research limitations/implicationsThe outcome of this study presents a nuanced understanding on how perceptions of inclusion of nonfamily employees by the dominant work group (DWG) (i.e. employees related to the firm owners) lead to positive firm-centric behavior among nonfamily employees.Practical implicationsThe study provides clues to family firm managers for creating a work environment where nonfamily employees perceive a sense of belongingness while their uniqueness is appreciated in order to be more engaged at the workplace.Social implicationsLittle is known about how diversity created within family firms by inclusion of nonfamily employees impacts organizations. The outcome of this study may reinforce the positive effects of inclusiveness in any social context.Originality/valueDiversity researchers have studied the influence of inclusion in areas related to sociology and psychology. However, there appears to be a dearth of studies in terms of how nonfamily employees would behave in family firms when they perceive a sense of inclusion in an organization dominated by employees who are related to the owners of the firm. Hence, this study appears to shed new light on how inclusion of nonfamily employees in family firms influences their behavior.

scholarly journals Generational Effects of Workplace Flexibility on Work Engagement, Satisfaction, and Commitment in South Korean Deluxe Hotels

2021 ◽  
Vol 13 (16) ◽  
pp. 9143
Author(s):  
Hyo-Sun Jung ◽  
Hye-Hyun Yoon
Keyword(s):  
Employee Engagement ◽  
Generation X ◽  
Work Engagement ◽  
Positive Impact ◽  
Future Research ◽  
Workplace Flexibility ◽  
Positive Effects ◽  
Hotel Employees ◽  
Generation Z ◽  
Deluxe Hotel

This study examined the effects of workplace flexibility at deluxe hotels on work engagement, satisfaction, and commitment, to determine the moderating effect of generational characteristics (Generation X, Y, and Z). A total of 277 deluxe hotel employees in South Korea participated in the research. The results confirmed the positive effects of workplace flexibility on the engagement and satisfaction of deluxe hotel employees; second, employees’ work engagement had a positive effect on their satisfaction; third, employees’ satisfaction had a positive impact on employees’ commitment; and fourth, the influence of workplace flexibility on engagement did not differ by generation. However, Generation Z showed the largest increase in employee engagement resulting from work flexibility. This result signifies that, when compared to other generations, Generation Z places great importance on workplace flexibility. This study suggests that deluxe hotels should create flexible policies and organizational climates to increase employees’ work engagement, satisfaction, and commitment. The paper also discusses limitations and future research directions.

Engaged employee or just hired help?

2016 ◽  
Vol 32 (4) ◽  
pp. 18-20
Keyword(s):  
Employee Engagement ◽  
Design Methodology ◽  
Reading Time ◽  
Content Type ◽  
Face To Face ◽  
Positive Effects ◽  
Study Results ◽  
Pertinent Information ◽  
Organizational Transparency ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings The study results show that face-to-face interactions and social media are the most effective channels in building organizational transparency, authenticity, and engaging employees in China. Organizational transparency and authenticity demonstrate strong positive effects on employee engagement. Practical implications The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

A Taiwanese Empirical Study of Online Group Buying from the Perspectives of Organizational Culture and Transformational Leadership

2014 ◽  
Vol 12 (3) ◽  
pp. 1-11 ◽  
Author(s):  
Mu-Li Yang
Keyword(s):  
Transformational Leadership ◽  
Organizational Culture ◽  
Leadership Behaviors ◽  
Leadership Behavior ◽  
Group Buying ◽  
Positive Effects ◽  
Idealized Influence ◽  
Supportive Culture ◽  
Individual Consideration ◽  
Online Group

This study examines online group-buying from the perspectives of organizational culture and transformational leadership. A convenience sampling of 400 online group-buying individuals living in Taiwan was conducted in 2011, and this yielded 300 effective questionnaires, giving a return rate of 75%. ANOVA analyses and canonical correlation were used to examine the participants' perceptions of organizational culture and the leadership of online group-buying initiators, and the relationship between these leadership behaviors and the organizational culture in their workplaces. The main findings of this study are as follows: (1) online group-buying activities occur most often in organizations with a “supportive” culture; (2) “idealized influence” is the most influential leadership behavior with regard to the perceptions of group-buying members towards group-buying initiators; and (3) the better initiators are able to perform with regard to “individual consideration” and “idealized influence,” the greater the positive effects on online group-buying activities in the organizations with “supportive” and “innovative” organizational cultures.

scholarly journals Sustainability empowerment in the workplace: determinants and effects

2020 ◽  
Vol 28 (3-4) ◽  
pp. 93-107
Author(s):  
Christoph Harrach ◽  
Sonja Geiger ◽  
Ulf Schrader
Keyword(s):  
Employee Engagement ◽  
Psychological Empowerment ◽  
Organisational Commitment ◽  
Positive Effects ◽  
Organisational Support ◽  
Perceived Organisational Support ◽  
Corporate Social ◽  
Comprehensive Framework ◽  
The Relationship ◽  
Research Centres

AbstractThere is a dynamic stream of research, which examines why and how employees contribute and respond to corporate social responsibility (CSR). Building on these micro-CSR findings, this article makes a contribution to a better understanding of employee engagement in CSR by considering its determinants and effects. The research centres around the established motivational concept of psychological empowerment in the workplace and applies it to sustainability. The authors propose a model of sustainability empowerment in the workplace (SEW) and empirically test the construct in a comprehensive framework. Results indicate that the sustainability-orientation of employees and the perceived organisational support towards sustainability act as two valid determinants of SEW. It is also shown that SEW has positive effects on job satisfaction and organisational commitment. Further results indicate that the sustainability-orientation of employees plays an important role as a moderator in the relationship between SEW and its effects. In the overall view, the paper contributes to micro-CSR research by showing that SEW is a valid construct that helps to answer why and how employees engage in CSR activities and what positive effects arise therefrom for organisations. The authors give an overview of these contributions and discuss the implications for researchers and practitioners in the field of CSR and HRM.

scholarly journals Workplace-Based Organizational Interventions Promoting Mental Health and Happiness among Healthcare Workers: A Realist Review

2019 ◽  
Vol 16 (22) ◽  
pp. 4396 ◽  
Author(s):  
Patricia Gray ◽  
Sipho Senabe ◽  
Nisha Naicker ◽  
Spo Kgalamono ◽  
Annalee Yassi ◽  
...  
Keyword(s):  
Mental Health ◽  
Employee Engagement ◽  
Workplace Violence ◽  
Healthcare Workers ◽  
Team Building ◽  
Cochrane Review ◽  
Intervention Development ◽  
Realist Review ◽  
Organizational Level ◽  
Positive Effects

Mental illness, deemed globally to account for 32% of years lived with a disability, generates significant impacts on workplaces. In particular, healthcare workers experience high rates of mental ill health such as burnout, stress, and depression due to workplace conditions including excessive workloads, workplace violence and bullying, which also produces negative effects on patients as well as on the happiness and wellbeing of those who remain at work. This review was undertaken to synthesize the evidence on workplace-based interventions at the organizational level promoting mental health and wellbeing among healthcare workers, to identify what has been receiving attention in this area and why, especially considering how such positive effects are produced. A search of three premier health-related databases identified 1290 articles that discussed healthcare workers, workplace interventions, and mental health. Following further examination, 46 articles were ultimately selected as meeting the criteria specifying interventions at the organizational level and combined with similar studies included in a relevant Cochrane review. The 60 chosen articles were then analyzed following a realist framework analyzing context, mechanism, and outcome. Most of the studies included in the realist review were conducted in high-income countries, and the types of organizational-level interventions studied included skills and knowledge development, leadership development, communication and team building, stress management as well as workload and time management. Common themes from the realist review highlight the importance of employee engagement in the intervention development and implementation process. The literature review also supports the recognized need for more research on mental health and happiness in low- and middle-income countries, and for studies evaluating the longer-term effects of workplace mental health promotion.

scholarly journals Employee Engagement in Multinational Diverse Organization in Difficult Terrain: A Study of Non-Family Station Organization

2020 ◽  
Vol 12 (1(I)) ◽  
pp. 45-62
Author(s):  
Clarisse Blazi ◽  
Olawumi D. Awolusi
Keyword(s):  
United Nations ◽  
Employee Engagement ◽  
Job Stress ◽  
Organizational Factors ◽  
Cultural Factors ◽  
Working Environment ◽  
Research Approach ◽  
Job Commitment ◽  
Positive Effects ◽  
Employee Disengagement

Engagements and commitments of many expatriates are often determined by several socio-economic, demographic, cultural, environmental and organizational factors. These issues faced by employees in duty stations like United Nations Mission in Darfur (UNAMID) often have telling effects on their work. Consequently, the broad objective of this study was to assess the influence of the working environment on foreign job commitment in UNAMID. The study applied "a mixed-method research approach", utilizing both "qualitative and quantitative research" strategies, with a sample size of 100 respondents from the United Nations Peace Keeping Mission in Darfur, Northern Sudan. Specifically, questionnaires and in-depth Interview were the main instruments. Findings from the quantitative studies showed no significant relationship between employee disengagement, work terrain, job stress, communication, socio-cultural factors and expatriate’s job commitment in UNAMID. While for the qualitative analysis, it was reported that there are both negative and positive effects of working in another country. The study, therefore, concludes that employee disengagement, job stress, working terrain, communication and socio-cultural factors are not associated, with expatriate's job commitment in UNAMID. It is therefore recommended that organizations should develop organizational peculiar plans and programs that would help cushion the physical and psychological effect of new working terrain on expatriates for them to be able to be effective, productive and be able to eventually achieve the ultimate goal of their deployment to the new work station.

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