Started in China’s Wuhan district late last year, the coronavirus outbreak has thrown several unprecedented challenges. As per the estimates of International Labour Organisation (ILO), due to COVID 19, over 25 million people are likely to lose job. As per the report published by Gallup Foundation, (Harter, 2020) remote workers percentage jumped from 31% to 62% which is likely to impact employee engagement. Employee working remotely can become “next new normal”. Gallup research survey found a strong association between remote mode of working and employee engagement. Employees having option of work from home are more likely to be engaged in comparison to the one who do not have such options available. (Webcast, 2020). An engaged employee is considered to be the best brand ambassador of any organisation. Such an employee is always willing and interested to go “an extra mile” and gives his best at work. For the purpose of the study, data from secondary sources such as e-newspaper, articles, blogs, journal articles and research papers, reports from government organisations, company reports, review articles etc. are gathered and compiled there after a critical analysis of the same is done with respective to objective of the study. During lockdown as per the detailed review undertaken, seven parameters abbreviated as “EFFECTS” were found to be the most important and relevant for employees working from home and making them engaged with the high level of motivation and dedication.
An engaged workforce is a key to organizational success. Currently engagement is seen as another core competitive advantage for any organization and top management has shown a great interest in engaging their employees to retain talent in the organization as well as to improve satisfaction of employees along with service of clients. According to a report published by Forbes, employees, who do not feel engaged are more likely to resign from their jobs and highly engaged workforce is more likely to remain committed and motivated towards their employer. Contribution of Service Sector in India in terms of GDP at current prices is estimated to be Rs. 92.26 lakh crore in the year 2018-19, accounting for 54.40% of total GDP India as per the statistics issued by Ministry of Statistics and Programme Implementation (2018-2019). Management needs to acquire the understanding of factors driving engagement levels in their organization. The study aims to identify antecedents of employee engagement in current scenario with special reference to service sector by undertaking thorough review of literature and interviewing the HR managers. The antecedents derived are skill variety, feedback and autonomy (Bakker & Demerouti, 2008), Perceive Supervisory Support (Byrne, Peters, & Weston, 2016), (Zhong, 2016) , rewards and recognition, concern for employees, sense of ownership and social engagements etc. KEYWORDS: Antecedents, Culture, Employee Engagement, Fun Activities, Work Culture, Organizational Commitment, Oorganizational Policies
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