A strategy to assist management in workforce engagement and employee retention in the high tech engineering environment

Kennedy, Elizabeth; Daim, Tuğrul U.

doi:10.1016/j.evalprogplan.2009.12.001

Cited by 64 publications

(52 citation statements)

References 5 publications

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“…Previous extensive research has shown that employee perceptions of organizational efforts such as the provision of HRM practices increased employee outcomes (James, McKechnie, & Swanberg, 2011). Although it is widely accepted that employee outcomes are vital for business success (Kennedy & Daim, 2010), up to now too little attention has been paid to which specific HRM practices are most important for enhancing employee work engagement and employability (Zhang & Morris, 2014).…”

Section: Relationships Between Perceived Availability and Use Of Hrm mentioning

confidence: 99%

Which HRM practices enhance employee outcomes at work across the life-span?

Veth

Korzilius

Heijden

et al. 2017

The International Journal of Human Resource Management

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Section: Relationships Between Perceived Availability and Use Of Hrm mentioning

confidence: 99%

Which HRM practices enhance employee outcomes at work across the life-span?

Veth

Korzilius

Heijden

et al. 2017

The International Journal of Human Resource Management

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“…An analysis of recent research and publications of subject [1][2][3][4][5][6][7][8][9] allows us to determine the existence of significant developments in the topics of innovation and scientific and technical activities, as well as engineering services. Unfortunately, within these topics, the issue of regional concentration of engineering organizations often remains beyond the attention of scientists.…”

Section: Introductionmentioning

confidence: 99%

Factors Influencing the Regional Concentration of Innovative Processes in Ukraine

Morhachov

2020

Int. J. Eng. Tech. Mgmt. Res.

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The object of the research is the process of regional concentration of engineering organizations in Ukraine. The article discusses one of the reasons for the regional concentration of factors of production of Ukrainian organizations of the sphere of engineering. Research methodology is based on the definition of the difference by the module of the specific gravity of the distribution by regions of the factor and the result of its influence. If the corresponding difference is not minimal, then there is a weak link between the investigated factors. It is justified the hypothesis that an important reason for the regional concentration of factors of activity of organizations in the sphere of engineering is social, as well as scientific and technological and innovation infrastructure. As a result of the research, it was revealed that the regional location of industrial enterprises in Ukraine is not the main reason for the regional concentration of Ukrainian organizations in the engineering sphere. Customers and performers of project documentation interact without any problems even being in different regions of the country.

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“…contributes to the progress of the organization (5). Despite the immense significance of job engagement in nurses, Perinin, in his study on 16 countries during years 2003 to 2007 indicated that 24% of the staff around the world, lack job engagement, 62% have moderate job engagement, and 14% have high job engagement (6).…”

Section: Introductionmentioning

confidence: 99%

Effectiveness of the Luthans’s Psychological Program on Job Engagement of Nursing Staff

2018

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Background and Objectives: One of the significant concepts considered by organizations is job engagement, which has been able to cover variables, namely, job engagement, motivation, and commitment. The present study aimed at investigating the effect of Luthans's psychological program on job engagement among nursing staff. Methods: In the present semi-experimental study, 64 nursing staff working at 22nd of Bahman Hospital in Khaf, during year 2017, with the inclusion criteria, were selected through convenience sampling and randomly assigned to the experimental group (N = 32) and the control group (N = 32). The training program of Luthans's Psychological Capital was presented in ten 2-hour sessions (two sessions a week) for the experimental group and the control group did not receive any intervention. The instruments for data collection included a demographic form and work engagement scale, developed by Schaufeli and Salanova (2001). Data were analyzed using SPSS-22 software, independent t-test, pairwise t-test, Mann-Whitney U, Chi-square, Fisher exact test, and two-way analysis of variance (ANOVA). Results: No significant difference was found between the mean score of general job engagement and its components before the intervention in the staff of the experimental and control groups (P > 0.05). In the staff of the experimental group, after the intervention, the mean score of general job engagement and its components was significantly higher than before (P < 0.05), whereas no significant difference was observed in the control group before and after the intervention (P < 0.05). The mean variations in general job engagement score and its components before and after the intervention were significantly higher in the staff of the experimental group compared to the control group (P < 0.05). Conclusions: Based on the results of the present study, it is recommended to lay the groundwork for promoting job engagement and thus increase nurses' job engagement, using the psychological capital training program for nurses.

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A strategy to assist management in workforce engagement and employee retention in the high tech engineering environment

Cited by 64 publications

References 5 publications

Which HRM practices enhance employee outcomes at work across the life-span?

Which HRM practices enhance employee outcomes at work across the life-span?

Factors Influencing the Regional Concentration of Innovative Processes in Ukraine

Effectiveness of the Luthans’s Psychological Program on Job Engagement of Nursing Staff

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