Antecedents and Consequences of Employee Engagement: A Conceptual Study

Aktar, Alima; Pangil, Faizuniah

doi:10.9790/487x-1906065467

Cited by 13 publications

(22 citation statements)

References 86 publications

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“…Employee engagement is generally recognized as the mutual interaction between employees and the organization [17]. Employee engagement is an important issue in the human resource department as it is very critical in achieving organizational success and competitiveness and engaged employees can contribute to organizational performance [18]. Engaged employees put more effort toward their work and are likely to go beyond their required and expected amount of work tasks [19].…”

Section: Research Questionmentioning

confidence: 99%

Impact of employees engagement and knowledge sharing on organizational performance: Study of HR challenges in COVID-19 pandemic

Ahmed

Khan

Thitivesa

et al. 2020

HSM

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PURPOSE: When the economy’s in terrible shape, any of us is lucky to have a job, human resources managers worrying about whether or not employees are contributing to the organizational goals and objectives, and how to pursue the recruitment and selection process, employee’s engagement, and, training and development activities, these are the current human resource management challenges which are created due to COVID-19 pandemic. Organizations around the world are facing a tough situation, first time in history, the worth of one-barrel oil fell to less than nothing on 20th April 2020, the only reason is behind this is the current lockdown around the world. The physical workplace is converted into a virtual workplace, now the HR managers are planning how to engage the employees efficiently. This study pursued to examine the effect of employee’s engagement on organizational performance through the mediating effect of knowledge sharing for employees of higher educational institutions. METHOD: A quantitative research method is used in this study, non-probability sampling design with a focus on convenient sampling frame is deployed in this study. The questionnaire is adapted from the past studies, Initially Google forms were used to collect the data, due to lower response rate questionnaire were distributed in hard copies and sent to the targeted respondents. Structured Equation Modeling (SEM) is used to test the conceptual framework. RESULTS: The results showed that employee engagement has a significant and positive impact on organizational performance. Further, it was found that knowledge sharing has a significant and positive impact on organizational performance. Moreover, knowledge sharing only partially mediated the association between employee engagement and organizational performance. Covid-19 pandemic is destroying global economies, but at the same time its bringing different opportunities for organizations also. Now organizations have to think about how to avail this opportunity, organizations are going virtually, and in this situation, it is the biggest challenge for the Human Resource (HR) managers to manage the employee effectively.

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Section: Research Questionmentioning

confidence: 99%

Impact of employees engagement and knowledge sharing on organizational performance: Study of HR challenges in COVID-19 pandemic

Ahmed

Khan

Thitivesa

et al. 2020

HSM

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“…In order to revise the trend, the area of land equipped with irrigation facilities needs to be increased. (Aktar and Pangil, 2017) aptly noted that employment engagement is a psychological state of mind of doing the work with full of energy, enthusiasm and dedication which can only be sustained by the gains made or benefits derived. This calls for more investment in irrigation facilities in the continent to ensure sustainability of agriculture.…”

Section: Estimated Resultsmentioning

confidence: 99%

“…It is apparent that the feminine gender will benefit from such conducive and productive work environment in agriculture. For instance, Aktar and Pangil (2017) observed that Vincent-Höper et al (2012) noted that the relationship between work engagement and career satisfaction was stronger for women than men from a survey including 530 women and 602 men working in different occupations.…”

Section: Estimated Resultsmentioning

confidence: 99%

Comparative analysis of employment trend in African agriculture relative to other regions: a gender perspective

Mkpado

2020

AJEMS

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PurposeLucrative employment in agriculture is fundamental to poverty alleviation in Africa. The paper examined employment along gender, impact of materials and proportion of female employment in African agriculture.Design/methodology/approachTime series econometrics was employed in the framework of production function analysis involving 36 years of data.FindingsResults show that world labour in agriculture decreased from 49.77 to 40.04% but increased from 12.43 to 16.94% in Africa. World female employment in agriculture ranged from 40.56 to 42.81% and from 40.40 to 43.02% in developing economies, but decreased from 40.39 to 36.08% in developed economies. Total agricultural labour in Africa was negatively and significantly related to agricultural gross production index number (APIN).Research limitations/implicationsInteraction of cattle stock and females employed in agriculture was positive and significant at pooled African values. Interaction of irrigation facilities and female labour was positive and significant in West Africa. Interaction of cattle stock and total labour in Southern Africa had negative relationship with APIN. Interaction of total labour and irrigation had negative relationship with APIN in Africa. Insufficient agricultural facilities in terms of cattle stock and irrigation infrastructure for the populace exist. It recommends increased investments to expand irrigated lands and livestock.Practical implicationsAfrican governments need to use good political will to effect the needed transformation in agriculture. It is possible for agriculture to offer lucrative employment to both males and females in less developed world as in developed economies.Originality/valueThe paper noted very limited agricultural facilities in terms of cattle stock and irrigation facilities for the populace engaged in agriculture. It recommends investments to expand irrigated lands and livestock.

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“…Although various studies have tried to understand what drives employees' engagement, the specialised literature on the employee engagement background does not represent much experimental research [38]. The present section expands on the contemporary logic and proof of employee engagement motivation [36] (figure 1). Saks [38] conducted a study to examine the antecedents of Engagement with a sample of 102 Canadian employees in different positions within various Canadian organizations who had been in their job for four years on average.…”

Section: Antecedents Of Engagementmentioning

confidence: 99%

“…The search for the antecedents of employee engagement is relatively new [36]. Researchers have identified that much of the employee engagement literature has come from practitioners and consultants, but considerable academic research has been achieved [37].…”

Section: Antecedents Of Engagementmentioning

confidence: 99%

Framework to Create Employee Engagement Culture in Saudi Banks

Alshehri

McLauglin

2021

IJBMR

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Employee engagement has attracted widespread interest over the past twenty years from the practitioner network and researchers. It is claimed that organizations that focus on growing an engagement culture will result in increasing employee productiveness, the fulfilment of the organizational objectives, and competent employee retention. However, the fundamental issues revolving around the meaning and key antecedents of employee engagement nevertheless require similar research interest [2]. The Saudi Banks are an important component of Saudi Arabia’s financial system. In light of the emerging high volume of business activities, Saudi Banks are keen to inspire worker participation and employee engagement. This behaviour will allow banks to achieve sustainable business development. In response to these issues, the present research offers the possibility to advance the knowledge of organizational culture’s influence on employee engagement. The present research adopts a qualitative approach, and the method used is a grounded theory. The data collection process adopted an issue focused approach. Interviews were conducted with banks managers and their subordinates (male- female). The findings of the present study indicate that the factors that make the greatest contribution to employee engagement were employee satisfaction, achievement recognition, and jobs that were in line with the employees’ competent. Furthermore, the results revealed that the Saudi national culture, which is rooted in Islamic belief, has an influence on employee engagement in Saudi banks. This influence manifested itself as Non-interests bearing transactions, and the female segregation rule. The outcomes of the present research contributes to the existing theory of employee engagement by providing empirical evidence regarding the engagement meaning construct and its distinctiveness from similar, alternative, well-established attitudinal constructs. Furthermore, the present research offers a framework consisting of the themes that emerged from the analysis of the present study, and the proposed interventions to maintain an employee engagement culture. Furthermore, a discussion of the analysis’ limitations and recommendations for future researches will be presented, and a conclusion will be drawn.

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Antecedents and Consequences of Employee Engagement: A Conceptual Study

Cited by 13 publications

References 86 publications

Impact of employees engagement and knowledge sharing on organizational performance: Study of HR challenges in COVID-19 pandemic

Impact of employees engagement and knowledge sharing on organizational performance: Study of HR challenges in COVID-19 pandemic

Comparative analysis of employment trend in African agriculture relative to other regions: a gender perspective

Framework to Create Employee Engagement Culture in Saudi Banks

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