Using EENDEED to Measure Remote Employee Engagement: Influence of the Sense of Belonging at Work and the Leader-Member Exchange (LMX) on Virtual Employee Engagement

Lartey, Franklin M.

doi:10.4236/jhrss.2022.102013

Cited by 4 publications

(1 citation statement)

References 27 publications

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“…The level of engagement of the Fortune 500 Financial Services Company population was compared to previous applications of EENDEED instrument (Saurage-Altenloh et al, 2023a;Saurage-Altenloh et. al., 2023b;Lartey, 2022). Prior to such comparison, the levels of engagement needed to be defined in relation to the EENDEED scoring scale.…”

Section: Level Of Engagement By Comparison To Previous Studiesmentioning

confidence: 99%

Assessing Employee Engagement in the Communication Organization of a Fortune 500 Financial Service Company in the United States

M. Randall,

M. Lartey

2024

IJEBMR

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This study explored factors affecting remote and traditional employee engagement in the Communications department of a Fortune 500 Financial Service Company. It was a quantitative, correlational and explanatory study that leveraged multiple regression statistical tests to evaluate potential correlations. Data were collected by using the EENDEED survey, a validated instrument, which embodied variables that were informed by a theoretical framework of social exchange, self-determination, and self-efficacy. The survey was distributed to 98 employees in the department. It included demographics such as age, length of service, and geographic colocation with supervisor. The response rate was a respectable 77%. The results concluded that age and length of service had no significant statistical influence on employee engagement at the Fortune 500 Financial Service Company (p>.05). However, geographic co-location with the supervisor did positively influence the employees' levels of engagement (p<.05). In answering the question, which of the nine variables included in the EENDEED instrument generates the lowest score, thus being a subject of attention? It was found that the presence of Career Planning scored the lowest. In other words, this study identified an item on which the organization could focus for a rapid improvement of employees' levels of engagement. When data was compared to other EENDEED administrations, it was found that the Fortune 500 Financial Services Company population was exceedingly more engaged than previous populations studied. The contribution of this study is to provide actionable input for the management team of the Fortune 500 Financial Service Company and/or like organizations to maintain and nurture employee engagement. This study also contributed to literature by providing a classification of levels of engagement as measured by the EENDEED instrument.

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Section: Level Of Engagement By Comparison To Previous Studiesmentioning

confidence: 99%

Assessing Employee Engagement in the Communication Organization of a Fortune 500 Financial Service Company in the United States

M. Randall,

M. Lartey

2024

IJEBMR

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The Nature of Virtual Leader-Member Communication and Attributes of Virtual Leader-Member Relationship: Research Note for Methodological Triangulation

Chaudhary

2023

Digital Economy Post COVID-19 Era

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Facilitate or Diminish? Mechanisms of Perceived Organizational Support on Employee Experience of New Generation Employees

Yang

2023

Psychol Rep

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The new generation of employees has emerged as a major force in the labor market, and their employee experience has become a significant factor in transforming the employment relationship. The objective of this study is to see if perceived organizational support influences the employee experience of the new generation of employees. Also, considering that the underlying mechanisms between the two are unclear, this study explores the mediating role of proactive personality and the moderating role of emotional exhaustion. This study used the Perceived Organizational Support Scale, Employee Experience Scale, Proactive Personality Scale, and Emotional Exhaustion Scale to survey 550 new-generation employees in China. The results showed that: perceived organizational support facilitated the level of employee experience of new generation employees; proactive personality partially mediated the relationship between perceived organizational support and employee experience. In addition, emotional exhaustion moderated the relationship between perceived organizational support and proactive personality. This study reveals the mechanisms of organizational and individual factors on the employee experience of new generation employees, explores the growth path of employee experience of new generation employees, and provides insights into the management practice work of business leaders.

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Using EENDEED to Measure Remote Employee Engagement: Influence of the Sense of Belonging at Work and the Leader-Member Exchange (LMX) on Virtual Employee Engagement

Cited by 4 publications

References 27 publications

Assessing Employee Engagement in the Communication Organization of a Fortune 500 Financial Service Company in the United States

Assessing Employee Engagement in the Communication Organization of a Fortune 500 Financial Service Company in the United States

The Nature of Virtual Leader-Member Communication and Attributes of Virtual Leader-Member Relationship: Research Note for Methodological Triangulation

Facilitate or Diminish? Mechanisms of Perceived Organizational Support on Employee Experience of New Generation Employees

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