Quantitative analysis of impacts of employee engagement on continuance and normative commitment

Ortiz, Daniel Arturo Cernas; Lau, Wai Kwan; Qin, Hong

doi:10.1504/ijss.2013.058227

Cited by 14 publications

(14 citation statements)

References 30 publications

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“…Nahrgang, Morgeson and Hofmann (2011) explain further by stating that employee engagement involves the level of commitment and involvement of employees towards an organisation and its values. In the same vein, Ortiz et al (2013) define employee engagement as a psychological state where employees feel they do have a vested interest in the organisation's success and perform to high standards that exceed the stated job requirements. Another definition by AbuKhalifeh and Som (2013) describes employee engagement as comprising positive attitude, passion and commitment to the organisation, its values and willingness to help other colleagues.…”

Section: Concept Of Employee Engagementmentioning

confidence: 99%

The antecedents of employee engagement and their effect on public sector service delivery: The case study of government departments in Harare

Wushe

Shenje²

2019

SA j. hum. resour. manag.

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Orientation: Employee engagement has become an impetus behind business success and a deciding factor for service delivery, especially in the Zimbabwean public sector.Research purpose: This study sought to investigate the antecedents of employee engagement and their effect on public sector service delivery with reference to selected government departments in Harare.Motivation for the study: The government departments in Harare have witnessed gross employee disengagement as indicated by reduced employee commitment and high absenteeism.Research approach/design and method: A quantitative research design was adopted for this study. A structured questionnaire was developed, validated and distributed to 260 employees and management working in five selected government departments.Main findings: This study showed that the antecedents of employee engagement such as effective leadership, training and career development, compensation and incentive programmes, and organisational policies and procedures greatly influenced employee engagement in the public sector. The study also noted that employee engagement positively impacted service delivery in the public sector.Practical/managerial implications: An important implication of this study is the need for the public sector management to understand the significance of the social exchange for employee engagement and to provide employees with resources and benefits that would oblige them to perform productively.Contribution/value-add: This study is expected to enrich the empirical evidence on the antecedents of employee engagement and also provide recommendations for practitioners in investigating the influence of employee engagement on service delivery in the public sector.

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Section: Concept Of Employee Engagementmentioning

confidence: 99%

The antecedents of employee engagement and their effect on public sector service delivery: The case study of government departments in Harare

Wushe

Shenje²

2019

SA j. hum. resour. manag.

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“…Temuan ini mengindikasikan bahwa pekerja di bidang pengembangan teknologi informasi bekerja berdasarkan lingkungan kerja dan gaji yang mendukung. Hasil ini didukung dari hasil penelitian bahwa organizational commitment memiliki pengaruh negatif terhadap work engagement (Ortiz, et al, 2013). Berdasarkan hal tersebut mengindikasikan bahwa pengaruh organisasi tidak memberikan efek positif bagi beberapa individu, dapat dijelaskan bahwa masing-masing individu lebih memilih untuk mengembangkan diri menjadi pekerja lepas (freelancer) tanpa terikat oleh organisasi.…”

Section: Hasil Dan Pembahasanunclassified

Pengaruh Organizational Commitment Terhadap Work Engagement Pada Pekerja Di Bidang Pengembangan Teknologi Informasi

Satata

2020

JMISHUMSEN

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This study aims to examine the effect of organizational commitment toward work engagement on information technology development-based workers. Organizational commitment is an attitude of full loyalty, dedication, willingness, and interest shown by workers in an organization. Work engagement is a positive psychological condition that an individual has about the organization and the values in it. There were 32 subjects studied (84% male, 16% female) by purposive sampling technique. The instruments used were the Organizational Commitment Questionnaire (OCQ) and Utrecht Work Engagement Scale (UWES). Analysis using a linear regression test between variables. The results show that organizational commitment does not significantly influence the level of work engagement in workers in the field of information technology development. Penelitian ini bertujuan untuk menguji pengaruh organizational commitment terhadap work engagement pada pekerja berbasis pengembangan teknologi informasi. Organizational commitment merupakan sikap penuh loyalitas, dedikasi, kerelaan, dan ketertarikan yang ditunjukkan oleh pekerja pada sebuah organisasi. Work engagement merupakan kondisi psikologis seseorang secara positif yang dimiliki individu terhadap organisasi dan nilai-nilai di dalamnya. Terdapat 32 subjek (84% laki-laki, 16% perempuan) dengan teknik pengambilan sampel purposive sampling. Instrumen yang digunakan adalah Organizational Commitment Quistionnaire (OCQ) dan Utrecht Work Engagement Scale (UWES). Analisis dengan menggunakan uji regresi linear antar variabel. Hasil menunjukkan bahwa organizational commitment tidak berpengaruh signifikan terhadap tingkat work engagement pada pekerja di bidang pengembangan teknologi informasi.

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“…It is because engaged employees help organizations serve customers better in terms of satisfaction, loyalty, productivity, and profit [180]. Moreover, they tend to be more satisfied with their jobs, committed, and loyal to their organizations [181] because they believe that they constitute a part of the organization [182]. Siddhanta & Roy [183] found that engagement makes employees more motivated and committed; thus, it positively affects organizational performance [182,[184][185][186][187][188][189][190][191][192][193].…”

Section: Engagementmentioning

confidence: 99%

STEAM‐ME: A Novel Model for Successful Kaizen Implementation and Sustainable Performance of SMEs in Vietnam

Nguyễn

2019

Complexity

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The current trend of international integration urges every business organizations to continuously improve their competitive advantage for their survival and sustainable growth. And Kaizen has been a preferable approach in practice. Due to the special role of SMEs in the Vietnam economy, improving their competitiveness is critical. Thus, this study is aimed at identifying determinants of the successful Kaizen implementation and sustainable performance so that SMEs can have proper actions and prioritize their operations within their available resources. Through a formal survey of 213 participants from 62 SMEs which have been successful in implementing Kaizen and appropriate statistical analyses, seven important determinants have been identified, namely, (1) supports from senior management; (2) training; (3) environment; (4) assessment; (5) motivation; (6) mindset; and (7) engagement of all members in the organization. Among them, “mindset” is newly proposed in this study through a qualitative research and found as crucial component in the model. The finding obviously fulfills the existing literature. Moreover, the first letters of the identified factors are orderly congregated as “STEAM-ME” which is a novel model for the successful Kaizen implementation and the sustainable performance of SMEs in Vietnam. “STEAM-ME” implies that organizations need to have a new airflow as “steam” to make all of its members refreshed and brimful of energy to gain significant success in implementing Kaizen, and improve their business performance as well as competitive advantage for their sustainable development. Notably, the novel model can efficiently demonstrate organic relationships among its components which all have positive and significant impacts on the successful Kaizen implementation and sustainable performance of SMEs in Vietnam.

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Quantitative analysis of impacts of employee engagement on continuance and normative commitment

Cited by 14 publications

References 30 publications

The antecedents of employee engagement and their effect on public sector service delivery: The case study of government departments in Harare

The antecedents of employee engagement and their effect on public sector service delivery: The case study of government departments in Harare

Pengaruh Organizational Commitment Terhadap Work Engagement Pada Pekerja Di Bidang Pengembangan Teknologi Informasi

STEAM‐ME: A Novel Model for Successful Kaizen Implementation and Sustainable Performance of SMEs in Vietnam

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