Digitalisation in the Workplace: The Role of Technology on Employee Engagement and Creativity Teams

Leadership Style has been since long acknowledged by management scholars as being an important subject in relation to organizational executions and outcome. An effective leadership would not only be able to prevent job stress and burnout among group members, but would also be successful in enhancing the motivation and engagement of the employees. It has been widely accepted that operational excellence in an organization can only be maintained through engaged employees. In this study the researchers have strived to enhance the understanding of the complex relationship between the organic leadership style and the engagement level of the employees and to further comprehend the mediating role of social relevance of work in association of the two constructs i.e. leadership style and employee engagement, in context of faculty members in higher education sector.

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Fit Perception and Engagement: The Mediating Role of Work Meaningfulness

Vision The Journal of Business Perspective ◽

10.1177/0972262921999866 ◽

2021 ◽

pp. 097226292199986

Author(s):

Robinson James

Keyword(s):

Employee Engagement ◽

Structural Equation ◽

Strong Predictor ◽

Organizational Outcomes ◽

Research Strategy ◽

Partial Least Square ◽

Least Square ◽

Future Research ◽

Work Meaningfulness

Research on engagement has gained considerable attention in recent years as it is a strong predictor of a range of positive individual and organizational outcomes. There is a question of why the level of the engagement is different from employee to employee in an organization, though they are provided with the same resources. This study aims to investigate the influence of fit perception on engagement and the role of the employee’s psychological condition (work meaningfulness) on this relationship. This study mainly employed a survey research strategy, and data were primarily garnered from a questionnaire. This study was conducted among 145 respondents from the public sector organizations in Sri Lanka. Partial least-square structural equation modelling was employed to analyse the generated data. In this study, the researcher has conceptualized fit perception as a higher order construct comprising Person Job fit and Person Organization fit. The study revealed that fit perception positively influences employee engagement, and this relationship is mediated by work meaningfulness. This study contributes to the literature by deepening the understanding of the fit perception and engagement relationship by introducing work meaningfulness as a mediator variable. By highlighting how engagement is influenced by fit perception and work meaningfulness, this study facilitates practitioners to build and maintain an engaged workforce. Further contributions of this study, the avenue for future research, and study limitations are presented in detail at the end of this article.

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Engagement starts at the top: the role of a leader’s personality on employee engagement

Strategic HR Review ◽

10.1108/shr-03-2017-0017 ◽

2017 ◽

Vol 16 (3) ◽

pp. 144-146 ◽

Cited By ~ 3

Author(s):

Allison Howell

Keyword(s):

Employee Engagement

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The Role of Multi-Actor Engagement

Journal of Open Innovation Technology Market and Complexity ◽

10.3390/joitmc6040176 ◽

2020 ◽

Vol 6 (4) ◽

pp. 176

Author(s):

Sumitro Sarkum ◽

Abd. Rasyid Syamsuri ◽

Supriadi Supriadi

Keyword(s):

Supply Chain ◽

Employee Engagement ◽

Business Strategy ◽

Business Performance ◽

Dynamic Capability ◽

Customer Engagement ◽

Market Knowledge ◽

Marketing Function ◽

Summary Statement

This study aims to meet the theoretical needs in answering the problem of the role of the marketing function on the dynamic capability that involves the role of multi actors through engagement. In particular, the study discusses the capabilities of SMEs’ business strategy in the offline to online market. The population of this research are owners, managers, and owners and managers of SMEs in Indonesia. The results of this study indicate that the integration of the supply chain into engagement can address the problem of the role of the marketing function that connects marketing and operations. Supply chain engagement is also able to moderate employee engagement to dynamic marketing engagement but not significantly moderate customer engagement. Meanwhile, the basis of integration as a dynamic capability in market knowledge has a significant effect on the multi-actor engagement consisting of customer engagement, employee engagement, and supply chain engagement. Summary statement of contribution: Our research builds on the three elements of multi-actor engagement that are significant against dynamic marketing engagement. The main finding of this research is that the concept of novelty can answer the proposition with the result that dynamic marketing engagement can improve business performance.

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Analisis Dukungan Organisasional Persepsian Dan Employee Engagement Terhadap Kinerja Karyawan: Kepuasan Kerja Sebagai Pemediasi

Jurnal Manajemen dan Keuangan ◽

10.33059/jmk.v9i3.2731 ◽

2020 ◽

Vol 9 (3) ◽

pp. 286-304

Author(s):

YUNI SISWANTI YUNI ◽

Krisnandini Wahyu Pratiwi

Keyword(s):

Job Satisfaction ◽

Employee Engagement ◽

Organizational Support ◽

Research Method ◽

Perceived Organizational Support ◽

Employee Performance ◽

Validity And Reliability ◽

Permanent Employees ◽

Simple Regression

This study aims to analyze the effect of perceived organizational support (POS) and employee engagement on performance and the role of job satisfaction in mediating the effect of perceived organizational support (POS) and employee engagement on performance. The population in this study were permanent employees at PT. Solusi Bangun Indonesia Tbk. The research method used was a survey and a sample size of 185 employees. The research instrument adopted from previous research. Retrieval of data by means of questionnaires and interviews. Validity and reliability tests show all questionnaire items are valid and reliable. To test H1 and H2 with simple regression, H3 and H4 test with Baron and Kenny regression model. The results of hypothesis testing show that: (1) perceived organizational support has a significant effect on employee performance, (2) employee engagement has a significant effect on employee performance, (3) job satisfaction partially mediates the effect of perceived organizational support on employee performance, and (4) job satisfaction does not mediate the effect of Employee engagement on employee performance.

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