The Antecedents Affecting Employee Engagement and Organizational Performance

Abukhalifeh, Alaa Nimer; Som, Ahmad Puad Mat

doi:10.5539/ass.v9n7p41

Cited by 42 publications

(27 citation statements)

References 39 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Similar findings have been foundin previous research studies. The hypothesis that employee communication is positively related to employee engagement is supported by AbuKhalifeh and Som (2013). According to Muthuveloo et al (2013), employee development is the most significant predictor of employee engagement.…”

Section: Discussionmentioning

confidence: 94%

“…Their results revealed significant relationships between these variables and employee engagement. Employee communication has a significant relationship with employee engagement (AbuKhalifeh & Som, 2013). Ferreira and Oliveira (2014) conducted a survey to examine the impact of corporate social responsibility (CSR)-general, internal and external -on employee engagement.…”

Section: Antecedents Of Employee Engagementmentioning

confidence: 99%

“…The antecedents of employee engagement were measured using a questionnaire developed based on previous research studies, such as those of Spreitzer (1995), Farndale et al (2014, Rasheed and Khan (2013), Ram andPrabhakar (2011), Pandey andDavid (2013), Shafi et al (2013), Sarwar and Abugre (2013), Naidoo and Martins (2014), Muthuveloo et al (2013), Jose and Mampilly (2014), Hart et al (2010), Ferreira andOliveira (2014) and AbuKhalifeh and Som (2013). ISSN 1941-899X 2015 www.macrothink.org/jmr 52 ISSN 1941-899X 2015 …”

Section: Research Design Sample and Measuresmentioning

confidence: 99%

See 2 more Smart Citations

The Mediating Effect of Employee Engagement between Its Antecedents and Consequences

Al-Tit¹,

Hunitie²

2015

jmr

View full text Add to dashboard Cite

The aim of this study was to identify the mediating effect of employee engagement in the relationship between its antecedents and consequences (i.e. job satisfaction). A random sample comprising 250 subjects from academic institutions in Jordan was used to collect the required data. Of the250 questionnaires distributed, 238 were returned and considered valid for analysis. The findings showed that all mediation conditions were verified. That is, employee engagement mediated the relationship between employee communication, clear career growth opportunities, employees' pride in their organization, managers' trust and integrity, rewards and recognition, feedback and mentoring, work motivation, psychological empowerment, internal corporate social responsibility (CSR) practices, organizational and supervision support and organizational justice, as well as organizational culture and job satisfaction. Hence, managers should take these antecedents into account to keep their employees engaged and satisfied.

show abstract

Section: Discussionmentioning

confidence: 94%

Section: Antecedents Of Employee Engagementmentioning

confidence: 99%

Section: Research Design Sample and Measuresmentioning

confidence: 99%

See 1 more Smart Citation

The Mediating Effect of Employee Engagement between Its Antecedents and Consequences

Al-Tit¹,

Hunitie²

2015

jmr

View full text Add to dashboard Cite

show abstract

“…Employee engagement studies occurred to determine the factors that could shape employee engagement and work outcomes by studying the perceptions of leaders, human resource professionals, and employees. Similar outcomes were that employee support represented a momentous contribution to engagement and work outcomes of employees (AbuKhalifeh & Som, 2013;Barrick et al, 2014;Karatepe, 2014). …”

Section: Employee Turnover Intentionsmentioning

confidence: 70%

The Effect of Employee Turnover in the Hospitality Industry: Quantitative Correlational Study

Okae

2018

IJLD

View full text Add to dashboard Cite

The purpose of this quantitative correlational study was to examine the relationship between employee turnover intention and job satisfaction, employee compensation, employee engagement, employee motivation, and work environment. A convenience sample of 156-services related employees from the hospitality industry in Western Georgia; Central Mississippi; and North Central Texas participants in the online surveys. The results from multiple linear regression models were significant in predicating employee turnover in the hospitality industry. In the final model, the five predictors accounted for approximately 36% of the variance in turnover intention, and the result was statistically significant, (R² =. 36, F (5, 105) = 11.57, p < .001). Motivation was not a significant predictor of employee's turnover intentions. The introduction of others organizational related variables by future researchers might enhance the effectiveness of the model. The practical implications for change include the ability of hospitality leaders' to implemented strategies and policies into their business practice to reduce employee turnover with industry, which is vital for organizational to retain skilled worker while maintaining profitability.

show abstract

“…Mohamed, 2009;Greguras & Diefendorff, 2009). According to AbuKhalifeh & Mat Som (2013), employees' work engagement (WE), which was conceptualized as three main dimensions (vigor, dedication and absorption) was an important factor to enhance employees' retention. Specifically, this study tested the WE as mediating variable between PJ fit and employees' retention (refer Figure 1).…”

Section: Introductionmentioning

confidence: 99%

Linking Person-Job Fit To Employees’ Retention: The Mediating Role of Work Engagement

Norasyikin

Hamid²,

Yahya³

2016

European Proceedings of Social &Amp; Behavioural Sciences

View full text Add to dashboard Cite

Retaining employees has become an important issue for the companies because retention helps the organizations to achieve their goals. This study intends to identify factors used to increase employees' retention. Specifically, this study examines the relationship between person-job (PJ) fit, work engagement (WE), and employees' retention. The study also determines the role of WE as a plausible mediating variable between PJ fit and employees' retention. The study was conducted among 268 engineers in semiconductor companies in Northern Region of Malaysia. The Structural Equation Modeling (SEM) was utilized and it found that PJ fit has positive inclination towards employees' retention and WE. The study also shows WE as positively affecting employees' retention serving as a mediator in the relationship between PJ fit and employees' retention.

show abstract

The Antecedents Affecting Employee Engagement and Organizational Performance

Cited by 42 publications

References 39 publications

The Mediating Effect of Employee Engagement between Its Antecedents and Consequences

The Mediating Effect of Employee Engagement between Its Antecedents and Consequences

The Effect of Employee Turnover in the Hospitality Industry: Quantitative Correlational Study

Linking Person-Job Fit To Employees’ Retention: The Mediating Role of Work Engagement

Contact Info

Product

Resources

About