ArticlePDF Available

Developing a Scale to Measure Employee Engagement

Authors:
A preview of the PDF is not available
... organization, wanting to stay with the organization, forming emotional connect and recommending others also to work with the organization (Lather and Jain, 2014)". The world's top-performing organizations understand that employee engagement is an effort that stimulates business outcomes. ...
Article
Full-text available
The present study was aimed to map the impact of Training and Development practices on overall employee engagement and also with respect to different factors of employee engagement. These factors are Job Satisfaction, Organizational Commitment, Advocacy, Pride, Intention to Stay and Emotional Connect. A self administered questionnaire was used to collect primary data of 450 respondents. The results of the study revealed that there is a significant effect of Training and development on Job satisfaction, Organizational commitment, Advocacy, Pride, Intention to stay and overall employee engagement score. However, training and development had no effect on Emotional connect of the employees.
Article
Full-text available
Rupa Rathee, Vandana Sharma “Journey of Engagement: From Personal Engagement to Employee Engagement (A Conceptual Review)”, International Journal of Advanced Science and Technology, Vol.29, No. 3, 10622 - 10638. Abstract: Engagement has become the buzz word in organizations and majority of the companies are not only formulating strategies but effectively implementing to have highly engaged workforce. The notion of engagement came into existence from the ethnographic study of William Kahn since 1990. The research on engagement took pace only after 2006when organisations started to realize the importance of engaged workforce. The corporate houses and academicians differ in terms of their understanding of the term. This construct was a problem in terms of its definition from the start itself and hence faces the “jangle fallacy”, thatit is a new construct to be studied or anold wine in a new bottle. Thus, the purpose of the study was to understand the notion of engagement from its definitional perspective and identify its main dimensions. The researchers adopted the Literature Reviewto achieve the objective of the study. We were also able to identify and delineate the four main constructs which werein line with the past studies i.e. “personal engagement, burnout Vs engagement, work engagement and employee engagement”. The reviews also revealed that the factors given by Kahn were immersive and are still relevant from the HRD perspective, as they are pivotalfor the organisations to haveengaged employees.
Article
Full-text available
Collaboration has become one of the most important buzzwords in Corporate HR today. Organisations are increasingly focussing on working together for a common goal to reap the benefits of synergy. Social media, these days play a major role in collaborating employee efforts through different instant messaging apps. Organisations are using these ways to collaborate employee efforts with a view to not only enhance the productivity and profitability but also to improve engagement of the employees towards organisation. But, excessive collaboration leads to collaborative overload and eventually burnout. The present study aims to understand whether collaboration through social media leads to employee engagement or it leads to collaborative overload and burnout among employees of the organisation. A self administered questionnaire was used to collect primary data from 136 respondents. The results of the study revealed that social media collaboration significantly impact collaborative overload and collaborative burnout while it does not have an impact on employee engagement. Collaborative overload has a significant positive impact on burnout but an insignificant relationship with employee engagement. And, burnout has a significant negative impact on employee engagement.
ResearchGate has not been able to resolve any references for this publication.