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The Key to an Engaged Workforce: An Engagement Culture
Abstract
What is Organizational Culture?Creating a Culture for Engagement: How People are Valued in OrganizationsThe Role of Culture in Creating Strategic Employee EngagementSummary
... Past studies on employee engagement tended to focus on the antecedents such as perceived organizational support (Kou, 2012), core self-evaluation (Lee & Ok, 2015), personality traits (Akhtar, Boustani, Tsivrikos, & Chamorro-Premuzic, 2015), leadership styles (Carasco-Saul, Kim, & Kim, 2015), industry type (Agrawal, 2015), and cultural factors (Bhuvanaiah & Raya, 2016;Huhtala, Tolvanen, Mauno, & Feldt, 2015;Macey, Schneider, Barbera, & Young, 2009). Prior research has also found a significant relationship between HRD practices and employee engagement (Shuck et al., 2014). ...
... Thirdly, we treated employee engagement as a mediator, which is consistent with theory about the potential thought processes between HRD practices and CWB (Blau, 1964;Shamsudin et al., 2014;Teclemichael et al., 2006). Beyond examining employee engagement as a mediator, the direct effects of HRD practices on CWB may also depend on cultural influence because available studies suggest that employee engagement could be culturally determined (Cabrera, Collins, & Salgado, 2006;Macey et al., 2009). Future research would benefit from developing and testing a moderatedmediated model in which the mediating effect of employee engagement in the relationship between HRD practices and CWB is contingent upon cultural factors, such as organizational learning culture, engagement culture and ethical organizational culture (Bhuvanaiah & Raya, 2016;Huhtala et al., 2015;Macey et al., 2009). ...
... Beyond examining employee engagement as a mediator, the direct effects of HRD practices on CWB may also depend on cultural influence because available studies suggest that employee engagement could be culturally determined (Cabrera, Collins, & Salgado, 2006;Macey et al., 2009). Future research would benefit from developing and testing a moderatedmediated model in which the mediating effect of employee engagement in the relationship between HRD practices and CWB is contingent upon cultural factors, such as organizational learning culture, engagement culture and ethical organizational culture (Bhuvanaiah & Raya, 2016;Huhtala et al., 2015;Macey et al., 2009). ...
Although there is strong evidence in the literature to support the relationship between human resource development (HRD) practices and counterproductive work behavior (CWB), little is known about the psychological processes underlying this relationship. The present study examined whether employee engagement mediates the relationship between HRD practices and CWB. Participants were 271 employees enroled in a part-time Master of Business Administration (MBA) program at a large public university in Nigeria. After controlling for demographic characteristics, results showed that HRD practices were negatively related to CWB. The results also indicated that employee engagement plays a role in mediating the relationship between HRD practices and CWB.
Throughout the 21st century, change has been a predominant theme in the workplace. Increased technology and globalization are two key contributors to the changing landscape. The costs of occupational health and well-being are increasingly being considered as sound “investments” as healthy and engaged employees yield direct economic benefits to the company. The concept of work engagement plays a vital role in this endeavour because engagement entails positive definitions of employee health and promotes the optimal functioning of employees within an organizational setting. The present article reviewed existing human resource management and leadership literature and then proposes a framework that links employee engagement, workplace spirituality and ethical leadership. Drawing on self-determination theory (SDT) that proffers workplace spirituality as an arbitrator in the relationship between employee work engagement and ethical leadership. A set of propositions that represent an empirically driven research agenda are presented.
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