Questions related to Employee Engagement
Please provide any insights you have regarding the ethical leadership influence the ethical behavior of employees within HRM practices.
I have a challenge and that is how to evaluate the developer onboarding process in agile teams and which criteria and KPIs must be used in this evaluation.
please do suggest me what statistical tool can be used for this objective
Can anyone please share an employee productivity (perceived) scale that can be used? I am kinda having a hard time looking for a structured questionnaire for my study about POS and employee engagement and one factor for EE is the level of perceived productivity.
Thank you in advance!
" An Integrated Model for Internal CSR Implementation in Malaysian Private Higher Education Institutions to increase Employee Engagement, Employee Loyalty and Organizational Performance.
Kindly provide comment.
As part of my dissertation I need to find an employee engagement survey that is valid and reliable. I have checked PsychTests and have not found anything that I can actually access. Is there another database you all would recommend or a specific source where I can get a great survey?
I am currently writing my dissertation on the experiences of healthcare professionals (HCPs) employee engagement and work-family experience during the COVID-19 pandemic through using a qualitative approach. I know there is the Utrecht Work Engagement Scale, is there another way I can measure engagement through qualitative methods?
Dear Sir and Madam, I would like to inform you that I am a researcher at Tallinn University of Technology and my subject relates job turnover in Business Organization. Could you please inform me how I can get this scale or questionnaire of job-turnover and turnover retention?
Thank you in advance.
Could you please share good research papers and pieces of expert advice about the impact of work-life balance (WLB) on employee performance in organizations? Your kind and constructive support will be highly commendable.
Please answer keeping in mind the future job market i.e. after the lockdown is over. Add your age, education level, and employment status as well please.
Trust is often the key value which can help organizations to convert its planning to real performance through proper and strategic execution. Lack of trust with leaders or employees can reduce or slow down performance. Is trust a performance multiplier?
I want to measure, or explore the influence of organizational transparency on employee's job satisfaction, taking on mind, that I am seeking to measure overall job satisfaction, form the angle of transparency of the top management or leaders (openness, sharing information, participation, autonomy, no secrecy, disclosure...etc), some hints of transparency. Thank you...
The best monitoring and assessment tools of pedagogy and approaches to curriculum is evaluation that must seek to understand how a teacher has grown to adapt the necessities of teaching online. The COVID-19 situation introduced pedagogical changes in a three dimension vividly from Learners, Teachers, School Administrators paradigms. While there are multiple approaches and tools to monitor students, what is the best possible way to also monitor and assess Teacher's Online Engagement and participation during these times?
A few days before the start of the new school year, would you like to take a few more weeks of vacation? In some companies, this is possible thanks to unlimited vacations. Based on individual responsibility, this system allows employees to take as many days off as they wish during the year. The only constraints are to achieve their objectives and not to burden other team members with their absence, who reserve the right to refuse the leave requested by a colleague. This will limit excesses. Result: in fact, employees entitled to unlimited vacations take only slightly more vacation than the average. What's the difference? More flexibility, and therefore less stress, especially when it comes to dealing with the small unexpected events of daily life.
What are main sectors may be affected by COVID-19?
By other words, technology is one biggest filed will change the world in next years. Moreover it will affect on the shape of many jobs like Google, its employees will work from home all of them by the end of 2020 and expect the Facebook do as well. So what is your perspective?
I am researching employee benefit programs in an international context. Employee benefits in the sense of my research are either statutory or company-specific payments, discounts or perks offered by a company to all or part of their employees. I am especially interested to learn about the following countries:
Furthermore, if you are aware of research addressing the preferences of employees in the countries listed above, I am also interested to know.
Many thanks in advance - I very much appreciate your help.
Kind regards, Ilka
I am researching on this subtopic of employment mobility as part of the overall employee experience which is main my dissertation topic.
From a policy analysis perspective, what needs to be done so this will benefits all the member countries of ASEAN?
I want to do my thesis about managing emotions in cross-border mergers and acquisitions. However, I find it very difficult to come to a specific research question. I want to focus on how to manage the emotions of employees during the post-integration phase of cross-border M&As. Although, it is still very vague and broad. Therefore, I want to narrow my RQ to something specific. For this moment, I focused on positive and negative emotions and how to manage/ change the negative emotions into positive emotions (narrowing down the negative emotions). However, I am quite desperate and not sure where to focus on and what is a good RQ/ what to write about. Can somebody help me?
For my project, I made my participants 'select all that may apply' by asking them how they received informal recognition.
Ex: Received a thank you from manager
Received email from manager
I separated each response by itself and each response is its own variable on SPSS.
Ex: 1 = Received a thank you from manager
0 = other
I want to see which informal recognition received by my participants yield a greater employee engagement.
Main question: Which statistical analysis in SPSS should I use to find this? I've been struggling to figuring it out and hopefully you guys can steer me to the right direction.
My research is the following:
The Impact Recognition has on Employee Engagement and Turnover Intention among Teleworkers
*Type of recognition being used in study is informal
Does recognition impact employee engagement and TO intention for teleworkers?
Hyp 1: There will be a significant relationship between recognition and employee engagement.
Hyp 2: There will be a significant relationship between recognition and turnover intention.
If you can lead me to the right direction that would be great. Thank you guys!
A little over a decade ago, Vineet Nayar CEO of HCLT, developed the model “Employee First Customers Second” or EFCS, for his firm and in so doing built a highly successful business around that paradigm and scored major accolades for re-inventing the 21st Century Business Management Model leading to a book of the same name.
How is the model in practice one decade later ?
Is cynicism an efficient way of persisting a corporate culture? Or does cynicism maintain a company's power by subjecting oneself to the system? What about cultural aspects?
I am a student and doing a study on Performance Management Activities and Employee Engagement
Hi everyone , I’m currently doing some research on the impacts of gamification on organisations in terms of employee engagement and innovation . More specifically , how implementing game mechanics to existing processes can lead to innovation . I’d like to hear your thoughts . Is gamification useful ? Do you think it can drive ideation ? If so ,to what extent ? Does it have its downsides ?
I’d really appreciate some responses , Thank you.
I am studying influence of Organizational Culture on Employee Engagement where Job Crafting is mediating between culture and engagement. While using SEM, the model is recursive. This relationship is evident in the theory.
If this relationship is reversed where Engagement influences Culture, then the SEM shows non-recursive model.
Shall I continue with the recursive model? In the literature the reverse relationship hardly exist but need to test this as one of the doctoral committee member (statistician) has a different view on my research framework.
How to oparetionalized Green Employee Engagement? There are some articles of GEE. but not clearly mention what are the dimensions of the variable.
I'm preparing a research proposal in the topic of Employee Engagement within Organizations. What would drive it/achieve it and sustain it. Would very much appreciate your help on the right method and measures to use.
I am looking for research about gamification models in organizations. I am focusing on exploring the relationship between motivation and employee engagement to conduct a meta-analysis. I wanted to see if higher levels of employee motivation in gamification methods leads to an improved level of employee engagement.
I am looking for the literature related to employees sensitivity training and its perceived outcome.
Do users like to feel that they can customise beyond an out of the box experience?
Do they like to feel in control and rewarded or are they confused by the complexity of settings menus?
My hunch is that the more loyal a user is to an app, they more they'd appreciate being able to customise it.
Curious as to whether anyone has some research on this.
This is the research question that i have choose to do. I just want journals, books to refer regarding the above topic.
It is now a common norm to search a researcher's profile on google scholars in order to access his ratings. I know of good researcher's in my field that do not have any google profile.
Organizations implement salary scales and there are employees who fall over the maximum scale in a praticular grade. Though the employee has performance is commendable the person is not eligible for an increment. Each year it continues. The employees are demotivated, the organization finds it difficult to change the scale due to funding restrictions in the INGO sector specifically.
Most of the time these employees are the long standing employees, the ones who have seen through rough times when the organization was established. Increasing productivity while keeping them engaged is a must. The employees who go over the salary scale are named 'red circle'. Red Circle employees are not motivated and also the rest of the other staff are not motivated either, thinking that very soon they also may fall into the same category.
My research is how to engage employees who are in the red circle?
Other than recruiting what are the emerging areas of HR management where social media can be used?
What is the future of social media usage in HR practices in future?
I'm confuse, can somebody help me, any suggestion for org performance mgt approaches?
and what are the models for employees performance?
any expert opinion regarding BOL?
I am searching for a survey that assesses clinical nurses use of unit/institutional quality metrics on nursing practice/engagement. For example - nurses understanding of "your unit's quality metrics", "use of quality data to inform your nursing practice"?
There seems to be very little research on clinical nurses' use of quality data.
If you are an academic in a UK university you are eligible to take part in this research.
I would like to investigate the employees' perception on management style/ managerial style of small business owner-manager.
I am looking for evidence that supports employee engagement as the mediator for well-being and performance. Is there any scale that has been developed to justify it?
I am doing a project on Employee Relationship Management Practices in Service organizations. Kindly suggest some dimensions and scale for measuring the construct.
I want some publications, articles, books about this question.
I'm working on knowledge management in organizations and want some topics about incentives, motivate methods, cultural subjects and etc about how to motivate the staff (managers and employees) on the way of implementing knowledge management. It may also refers to Human Resources in knowledge management.
Where can I find the 19-items questionnaire for employee engagement from fisher, i want to know about the history, validity and reliability?
We are a group that is interested in studying whether or not a link exists between employees' professional development opportunities, and their self-reported job satisfaction. We are looking for a starting point. Any empirical article recommendations are appreciated.
Considering the concept of CSI as "Corporate Social Innovation is a strategy that combines a unique set of corporate assets (innovation capacities, marketing skills, managerial acumen, employee engagement, scale, etc.) in collaboration with the assets of other sectors to co-create breakthrough solutions to complex economic, social, and environmental issues that impact the sustainability of both business and society."(KISER, 2014) Some foundations develop social initiatives. Can we consider foundations as a corporate that fits the CSI concept?
I am writing my thesis on the relationship between leadership and employee engagement in the legal services industry. In particular I would like to study whether there is a significant relationship between employee engagement and the outcome discretionary effort. I am having troubles finding a reliable measurement of this construct.
For my data collection i need a validated instrument of "Employees participation during organizational change". the items should not be more than 10. I shall be very thankful.
To give you a bit of background, I am nearing the application process to apply for my Masters degree in Business Management. Most of my work experience is in Business Management (self employed) and I have a undergrad degree in Human Resource Management and currently completing my Honours (postgraduate) degree in Business Management in South Africa.
For my Masters application in September I need to write a short literature review , research problem and intended contribution of the study. My problem however is the topic. I have so many interests and just cannot decide in what direction I want to lead my research in. Another challenge is that I live in a very rural area and I have a concern that I might not have access to a sample. My studies and qualifications have been done through correspondence and I have very little guidance as to the application process and actually feasibility of my ideas.
After reviewing the research focus areas I decided to list the areas I am most interested in;
-Strategy as Practice -
· Micro-level praxis focusing on aggregate actors within an organisational context
· Investigate how aggregate actors construct themselves, their identities and their positions within the strategy-making process.
· Emergence in strategy making
· The relationship between cognition, emotion and strategy behaviour – the link between cognition, emotion and behaviour in strategy.
· The importance of temporal and spatial understanding in strategizing.
Examine the role of materiality in strategy-making (non-human actions, such as documents, technologies and displays). The role and impact of new media in strategy-making such as social media (software), smartphones (hardware) and Big Data. How technological elements or particular media uses become co-constitutive of strategy practices.
HUMAN RESOURCE MANAGEMENT
-Strategic human resource management-
A critical analysis of strategic human resource management models.
-International Human Resource Management-
Expatriate adjustment and the psychological contract in international careers.
The effectiveness of expatriate coping strategies: The moderating role of cultural distance, position level and time on the international assignment.
The dimensions of expatriate acculturation: A review.
New forms of international work: An international survey study
Charismatic leadership: A phenomenal and structural approach.
The making of leaders: A review of the research in leadership development and education.
-Organisational citizenship behaviour-
The relationship between organisational citizenship behaviour and leadership
Fairness of HR practices such as selection, performance management, compensation, training.
-Employee and Organisational Well-being-
Employee and organisational well-being (Individuals/Groups/ Organisational and industry contexts)
Explore the well-being of employees in the workplace
-Employee and organisational health and wellness-
Maladjustments i.e. burnout / stress/ anxiety / frustration
Investigate the possible reasons why an employee is unable to cope in the work environment
Investigate possible interventions which can be used in organisations to help employees to cope in their work environment
-The future role of the ODL academic-
Exploring how to become an effective on-line lecturer/senior lecturer/associate professor/ professor
· Across organisational and industry context
Explore possible strategies for talent management of ODL academics
Critically reflect on National and International trends involving ODL academics
Investigate the relationship between emotional intelligence and employability.
Investigate the relationship between an individual’s psychological career resources and their employability.
Investigate the relationship between self-esteem and employability.
The evolution of the South African Occupational Learning System
Focus Area: Teaching Business Ethics
It would be highly appreciated if anyone can advise me as to what is a good option in my situation and what topic you would find most interesting. Very much open to your opinions and ideas.
Thank you for taking the time to read my question.
I'm writing my bachelor thesis about the topic "Swarm organization - challenges and opportunities for personnel development" and I am looking for interesting literature and scientific articles to work with.
my current research is on engagement of front-line workforce in retail in Nepalese context on identifying the antecedents of employee engagement. the reports i have found in mostly based in Western context namely by Gallup.
The paper that examines the impactc of employee loyalty satisfaction factors which are e.g. empowerment and participation, working conditions, reward and recognition e.g.
I am particularly interested in articles after 2012.
Looking for literatures on facilities at workplace as predictor for employee retention. Any articles or instruments will be very helpful... Thank you in advance
It's a common catchphrase that "employees are our most important asset". But in real life many have encountered a striking paradox, where people as whole are really important while each individual is close to expendable. Is this so in your experience? Can you provide examples, arguments or links to a research regarding this? If so, what are the reasons for this kind of paradox?
I am writing a master's thesis on the impact of employee engagement on business performance. I will conduct both quantitative and qualitative studies. Qualitative research will include interviews / focus groups on the local sites of a global company. I'm especially interested in the impact of employee engagement on a number of absences and accidents at work?
Any good ideas or references?
It has been observed that managers have a general aversion to reading research-based management books, which if read, could have made them understand more comprehensively the causality of the malaise in their department or organization. They many times make mistakes in understanding the dynamics of the complex problems they face in their organization. For example, this often happens in managing group conflict and employee relations issues. Whose duty is it, you think, to make them read the management research-based books and use that knowledge in correctly understanding the problems? How can this be ensured that they make use of the existing research for which so much money is being spent globally?
I am pursuing my doctorate on this topic and a scale that measures level of motivation would be helpful.
I am conducting a diary/ESM study using work engagement as one of my dependent variables. The current scale I am using is from the Rich, Lepine, and Crawford paper and it is much too long. If anyone knows of a shorter version (validated, reliable, and preferably in a top tier management or psychology journal), that would be much appreciated.
Dear Scholars, is there any valid and tested instrument to measure “work or employee motivation”. There are many indeed, but I’m looking for an authentic instruments. If that's for public sector organizations that would great, however, for private sector is fine too. Could anyone please guide.
Just curious as to whether anyone knows of a concept/theory/framework regarding organisational success as coming 'from the inside-out'? Meaning that what happens within an organisation in terms of employees/employee engagement, leadership, processes and technology can translate into external "real-word" business success.
Thanks in advance
Business Excellence Frameworks have been adopted / adapted by several jurisdictions around the world. The most easily recognized of these BEF's are the Baldrige BEF of the USA and the EFQM BEF of Europe. These frameworks encourage firms to strive of quality and excellence in their business operations with attention paid to leadership, strategy, people, processes, services, products, partnerships and outcomes. Does empirical evidence exist demonstrating the relationship between BEF's and positive outcomes in people results, business results and societal results ?
Hello, my name is Adam and I am currently working on the primary research for my dissertation. The literature reviewed suggests that authors stay in dissagreement wheter it is a number or the scale of the organisational changes that has the bigggest impact on employees' motivation. I would be grateful for any answer that might increase my knowledge in that area. Thank you.
I am working on a project in which i have to measure how much motivated employees are to participate in a training program offered by their organization.
I am planning to explore whether good HR practices (such as better employee treatment) can be used as tool to attract innovative & hardworking employees. Even though I have read several articles, I could not find articles which specifically explain that good HR practices (e.g. employee treatment) attract employees with desirable characteristics (innovative, hardworking, optimistic). Could you please mentions some articles which look into this matter?