Drivers of Employee Engagement: The Role of Leadership Style

Abstract

The primary objective of this research article is to study the drivers of employee engagement especially the influence of leadership style. The article has used a multi-cross-sectional descriptive design. The empirical study is based on the data collected from 340 front-line employees from five organizations across the service sector in the Delhi-National Capital Region (NCR). The results from this study reveal significant relationships between leadership styles and employee engagement. A moderating influence of age and education was also found in the relationship between leadership styles and employee engagement. The study highlights the importance and the significant role of employee engagement and the role leadership styles play in developing a culture of engagement. Appropriate leadership styles and human resource (HR) practices that drive engagement need to be fostered in organizations to drive performance. The instruments used for the study are Multi-factor Leadership Questionnaire (MLQ-5X Short Rater Form) for leadership style and E3 (Development Dimensions International [DDI]) to capture employee engagement.

How Work Environment affects the Employee Engagement in a Telecommunication Company

“…The work environment does impact on employee engagement. This is also in line with Popli and Rizvi ( 2016) where meaningful workplace environment is considered a key determinant of employee engagement. Another two variables; rewards and work-life balance are found to have moderate impact on employee engagement with β .318 and β .102 respectively.…”

“…The working environment impacts on employee engagement. Recent studies also show that meaningful workplace environment is considered a key determinant of employee engagement (Popli & Rizvi, 2016;Anitha, 2014).…”

How to improve ship crew’s work effectiveness through the leadership style, work life balance and employee engagement in Indonesia national shipping

“…A conceptual model is needed for further research on the relationship between leadership style and work engagement (Blomme et al, 2015). Appropriate leadership styles and Human Resource practices that encourage engagement need to be nurtured in the organization to drive performance (Popli & Rizvi, 2016). Leadership styles are positively and significantly related to employee engagement but still democratic leadership styles show stronger relationships with employee engagement (Yao, et al, 2017).…”

Investigating the role of modern leadership styles and thinking style with productivity

“…Considering the desired bases and indicators, as well as statistical analysis of the research fi ndings, both the thinking style and the leadership style (New) affects organizational productivity and achievement of predetermined indi-cators, according to researches such as Keskes (2014), which showed that organizational productivity is distinctly affected by leadership style and the intellectual model of organization management. Propeli et al (2016) researched on the intellectual model and organization management as an important factor in achieving optimal performance and productivity, and a positive and positive relationship between these components and productivity was observed. In other words, thinking styles is motivating path and movement of each person undoubtedly lead to this style of thinking and cognition, the way of management and leadership of a person, and therefore, there is a certain relationship between thinking style and leadership style.…”