Enhancing Employee Engagement via Leaders’ Motivational Language in times of crisis: Perspectives from the COVID-19 outbreak

Tao, Weiting; Lee, Yeunjae; Sun, Ruoyu; Li, Jo-Yun; He, Mu

doi:10.1016/j.pubrev.2021.102133

Cited by 57 publications

(63 citation statements)

References 77 publications

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“…On the other hand, if the employees are deficient in the essential psychological resources (autonomy, competence, and social connections), the employees may experience a lack of control, helplessness, and alienation. They may select escape coping to withdraw from the problem and regulate emotional distress (Tao, Lee, Sun, Li, & He, 2021).…”

Section: Theoretical Framework For the Work-from-home Engagement Forcesmentioning

confidence: 99%

“…Thus, the workplace experiences, i.e., engagement, are impacted because of the differences in information flow. Tao et al (2021) stated that in times of COVID-19 crisis, employees' satisfaction of the three fundamental psychological needs: autonomy, relatedness, and competence are related to coping and escape mechanisms while the coping mechanism is associated with organizational engagement. Concurrently, scholars have found that motivational and personality characteristics do not produce a one-size-fits-all outcome for work-from-home engagement.…”

Section: Work-from-home Positive-negative Forces (+-)mentioning

confidence: 99%

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Work-From-Home Engagement during COVID-19: Implications for Human Resource Management

Eniola¹

2022

IJBM

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Work-from-home has gained swift and massive adoption due to technological advancement and the large-scale disruption evoked by the COVID-19 pandemic. Work-from-home, also called telecommuting, involves performing work/business responsibilities from a non-office location or typically from home. The work-from-home format has garnered acceptance as the alternative to traditional office work, but it is not without disadvantages. Thus, a thorough insight into the mechanism of the work-from-home format and how it relates to engagement is necessary for organizational leaders and human resource practitioners to cultivate engagement of remote workers. This article illustrates the current state of scholarly research on work-from-home engagement by using the lens of an integrated literature review. This article explains the forces accompanying the work-from-home format and their interactions with employee engagement. The article proposes a conceptual framework of the work-from-home engagement field. The constructs of the work-from-home engagement field, which are the work-from-home positive forces, negative forces, and positive-negative forces, are explained, and the critical implications for human resource management are highlighted.

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Section: Theoretical Framework For the Work-from-home Engagement Forcesmentioning

confidence: 99%

Section: Work-from-home Positive-negative Forces (+-)mentioning

confidence: 99%

Work-From-Home Engagement during COVID-19: Implications for Human Resource Management

Eniola¹

2022

IJBM

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“…Motivasi yang diberikan kepada karyawan sebaiknya dipertahankan oleh perusahaan, dalam hal pemberian penghargaan, perhatian, persaingan, partisipasi, kebanggaan dan hukuman yang diperlakukan secara adil pada setiap karyawannya (Iqbal et al, 2017;StalmaĹˇekovĂˇ et al, 2017;Tao et al, 2022). Sehingga tidak terjadi kecemburuan sosial antara karyawan dan dapat meningkatkan kinerja karyawan.…”

Section: Pendahuluanunclassified

Dampak Penempatan Kerja dan Motivasi Kerja terhadap Prestasi Kerja di OTI Fried Chicken

Sidupa

Sugiarto

2022

JPPSH

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Rekrutmen dan penempatan karyawan yang tidak tepat akan mengakibat- kan prestasi kerja karyawan tidak tercapai secara optimal. Oleh karena itu, dibutuhkan managemen yang efektif terhadap penempatan kerja dan motivasi, pemberikan motivasi ini juga sangatlah diperlukan karena akan menuju pada pencapaian prestasi kerja di perusahaan. Motivasi yang diberikan kepada karyawan sebaiknya dipertahankan oleh perusahaan, dalam hal pemberian penghargaan, perhatian, persaingan, partisipasi, kebanggaan dan hukuman yang diperlakukan secara adil pada setiap karyawannya. Sehingga tidak terjadi kecemburuan sosial antara karyawan dan dapat meningkatkan kinerja karyawan. Penelitian ini bertujuan untuk menguji pengaruh penempatan kerja dan motivasi kerja terhadap prestasi kerja di OTI Fried Chicken. Jenis penelitian ini adalah penelitian kuantitatif. Teknik yang digunakan untuk mengumpulkan data yaitu observasi, wawancara, dan kuesioner. Instrument yang digunakan untuk mengumpulkan data yaitu angket. Metode yang digunakan dalam penelitian ini adalah metode kuantitatif dengan teknik analisis regresi linear berganda. Populasi penelitian ini adalah sebanyak 30 orang dan jumlah reponden sebanyak 30 orang, dengan menggunakan metode sampling jenuh. Penempatan kerja berpengaruh terhadap prestasi kerja pada karyawan. Motivasi kerja berpengaruh terhadap prestasi kerja pada karyawan. Disimpulkan bahwa penempatan kerja dan motivasi kerja berpengaruh terhadap prestasi secara berganda.

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“…Therefore there is no manual available to guide leaders through the crisis. Because, while there are certain ways to prevent crises from occurring, each new crisis is unique, has its own problems and quirks, and will require a different approach than the previous one (Medeiros et al, 2022;Tao et al, 2022). Often, unpredictable crises leave leaders with little time to prepare.…”

Section: Introductionmentioning

confidence: 99%

Overview of Self Leadership during the COVID-19 Pandemic

Aristayudha

Widyani

Rettobjaan

2021

IJSSB

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During the current covid-19 crisis, Bali's economic growth in 2020 shows that economic conditions in Bali are not going well. It makes organizational/company leaders adapt new strategies to survive the pandemic crisis. The behavior of leaders during a crisis will shape their qualifications as a good leader or a bad leader. Therefore, leaders must integrate this problem through a different approach than before. The purpose of this study was to analyze the differences in Self Leadership in entrepreneurial organizations, entrepreneurial individuals, non-entrepreneurial organizations, and non-entrepreneurial individuals. This research was conducted in Financial Evolution Bali with its members as respondents. The number of samples in this study was 90 respondents and used the Cluster Sampling method. The analytical technique used in this study is a different test analysis technique. Based on the analysis, it can be seen that there are differences in Self Leadership between organizational entrepreneurs and individual entrepreneurs. There are differences in Self-Leadership between organizational non-entrepreneurs and individual non-entrepreneurs. There are differences in Self Leadership between entrepreneurial organizations and non-entrepreneurial organizations. There are differences in Self Leadership between individual entrepreneurs and non-individual entrepreneurs. These differences can occur due to various factors, including the mindset, responsibilities, and burdens of each group.

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Enhancing Employee Engagement via Leaders’ Motivational Language in times of crisis: Perspectives from the COVID-19 outbreak

Cited by 57 publications

References 77 publications

Work-From-Home Engagement during COVID-19: Implications for Human Resource Management

Work-From-Home Engagement during COVID-19: Implications for Human Resource Management

Dampak Penempatan Kerja dan Motivasi Kerja terhadap Prestasi Kerja di OTI Fried Chicken

Overview of Self Leadership during the COVID-19 Pandemic

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