Can Organizations Leverage Employer Branding to Gain Employee Engagement and Reduce Turnover Intention? An Empirical Study with Organizational Trust as a Mediator

2020 ◽  
Vol 24 (4) ◽  
pp. 496-505
Author(s):  
Lalit Kumar Yadav ◽  
Ashish Kumar ◽  
Shubhra Mishra
Keyword(s):  
Empirical Study ◽  
Sample Size ◽  
Employee Engagement ◽  
Turnover Intention ◽  
Organizational Trust ◽  
Hierarchical Regression ◽  
Employer Branding ◽  
Statistical Tools ◽  
Important Concept

Employee engagement (EE) and turnover intention (TI) are significant goals to pursue for all vibrant organizations. To pursue these goals, organizations need to differentiate itself from other organizations. One important concept that leads organization to a different pedestal is employer branding (EB). This work studies the influence of EB on EE and TI. It also attempts to explain the mechanism through which EB impacts these two variables. This is done by incorporating organizational trust (OT) as a mediating variable. he sample size of the study is 308, and the respondents were from various organizations spread across India. The statistical tools to get the result were correlation and hierarchical regression in SPSS. The study finds that EB is positively related to EE and negatively aligned with TI. OT partially mediated and fully mediated the relation with EE and turnover intention, respectively. After discussing the result, implications, both practical and theoretical, are laid out. Limitations and further scope of research are discussed in the end.

scholarly journals Linking organizational trust with employee engagement: the role of psychological empowerment

2014 ◽  
Vol 43 (3) ◽  
pp. 377-400 ◽  
Author(s):  
Fabian O Ugwu ◽  
Ike E. Onyishi ◽  
Alma Maria Rodríguez-Sánchez
Keyword(s):  
Employee Engagement ◽  
Work Engagement ◽  
Psychological Empowerment ◽  
Organizational Trust ◽  
Business Environment ◽  
Hierarchical Regression ◽  
Content Type ◽  
Organizational Behaviour ◽  
The Relationship

Purpose – This study aims to investigate the relationship between organizational trust, psychological empowerment, and employee engagement. In addition, the study seeks to test the moderating role of psychological empowerment on the relationship between trust and engagement. Design/methodology/approach – Hierarchical regression analyses were carried out on a sample of 715 employees from seven commercial banks and four pharmaceutical companies in south-eastern Nigeria who participated in the survey. Findings – The results showed that organizational trust and psychological empowerment were predictors of work engagement. There was a moderating effect of empowerment on the relationship between trust and engagement. Research limitations/implications – The findings show that organizational trust and psychological empowerment that predict positive job behaviour in Western cultures are also critical in understanding Nigerian workers ' positive organizational behaviour such as work engagement. Practical implications – For practical purposes, the results suggest that organizational trust may be a significant component of organizational interventions. Given that psychological empowerment is strongly related to work engagement, empowerment intervention programs is therefore important in building employees that would be engaged in their work. Originality/value – This study was one of the first attempts to empirically investigate the direct relationship among organizational trust, psychological empowerment and employee work engagement. Additionally, most previous studies on engagement have been conducted in developed economies of North America and Europe. This study was carried out in a Nigerian business environment where organizational behaviours have been scarcely investigated and comparing these findings with earlier studies may help further clarify the emerging work engagement concept.

scholarly journals Improving Employee Engagement of Muhammadiyah Teachers with Organizational Trust, Distributive Justice, and Psychological Empowerment

The Winners ◽  
2021 ◽  
Vol 22 (2) ◽  
Author(s):  
Cut Rifatmi Fadhilaini ◽  
Heru Kurnianto Tjahjono ◽  
Susanto Susanto
Keyword(s):  
Distributive Justice ◽  
Employee Engagement ◽  
Psychological Empowerment ◽  
Organizational Trust ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Moderating Effect ◽  
Hierarchical Regression ◽  
Future Research ◽  
Analysis Method

The research aimed to look at the factors that significantly influence the teacher’s engagement, especially the factors of organizational trust and distributive justice. In addition, the research was to see the moderating effect of psychological empowerment in the influence of organizational trust on employee involvement and between distributive justice on employee engagement using the hierarchical regression analysis method. The research implemented simple random sampling technique and obtained 150 respondents, who were teachers at Muhammadiyah schools spread across five schools in Kotagede District, Yogyakarta, Indonesia. The results show that organizational trust has a significant effect on employee engagement, while distributive justice does not significantly affect employee engagement. In addition to these factors, psychological empowerment is shown to have a quasi-moderating effect in the effect of organizational trust on employee engagement. Since the analysis is limited to only five Muhammadiyah schools in Kotagede, Yogyakarta, the results cannot generalized. In addition, the COVID-19 pandemic only makes the questionnaires possible via online. Since younger teachers start to dominate, future research is suggested to have a further analysis on different generations (X, Y and Z).

Empirical Study On Challenges Of Dalit Households Towards Their Economic Development

Think India ◽  
2019 ◽  
Vol 22 (3) ◽  
pp. 853-864
Author(s):  
Dr. Devarajappa S
Keyword(s):  
Economic Development ◽  
Empirical Study ◽  
Sample Size ◽  
Correlation Coefficient ◽  
Statistical Tools ◽  
Convenience Sampling

The main aim of the present study is to examine the problems among dalit families. In this study convenience sampling designs are selected. Convenience sampling is obtained by selecting convenient population being investigated which is selected neither by probability nor by judgment but by convenience. In the present study a sample size of 120 Dalit families. For this purpose statistical tools like, mean, percentage, correlation coefficient have been used. It is observed in the study that,  seventy years after independence, dalits are suffering from landlessness, unemployment, Nutrition, lack of communication, therefore, in this regard governments and other welfare corporations has to make serious efforts for upliftment of dalits economically

Empirical Study On Challenges Of Dalit Households Towards Their Economic Development

Think India ◽  
2019 ◽  
Vol 22 (2) ◽  
pp. 166-177
Author(s):  
Dr. Devarajappa S
Keyword(s):  
Economic Development ◽  
Empirical Study ◽  
Sample Size ◽  
Correlation Coefficient ◽  
Statistical Tools ◽  
Convenience Sampling

The main aim of the present study is to examine the problems among dalit families. In this study convenience sampling designs are selected. Convenience sampling is obtained by selecting convenient population being investigated which is selected neither by probability nor by judgment but by convenience. In the present study a sample size of 120 Dalit families. For this purpose statistical tools like, mean, percentage, correlation coefficient have been used. It is observed in the study that,  seventy years after independence, dalits are suffering from landlessness, unemployment, Nutrition, lack of communication, therefore, in this regard governments and other welfare corporations has to make serious efforts for upliftment of dalits economically

Empirical Study On Challenges Of Dalit Households Towards Their Economic Development

Think India ◽  
2019 ◽  
Vol 22 (3) ◽  
pp. 166-177
Author(s):  
Dr. Devarajappa S
Keyword(s):  
Economic Development ◽  
Empirical Study ◽  
Sample Size ◽  
Correlation Coefficient ◽  
Statistical Tools ◽  
Convenience Sampling

The main aim of the present study is to examine the problems among dalit families. In this study convenience sampling designs are selected. Convenience sampling is obtained by selecting convenient population being investigated which is selected neither by probability nor by judgment but by convenience. In the present study a sample size of 120 Dalit families. For this purpose statistical tools like, mean, percentage, correlation coefficient have been used. It is observed in the study that,  seventy years after independence, dalits are suffering from landlessness, unemployment, Nutrition, lack of communication, therefore, in this regard governments and other welfare corporations has to make serious efforts for upliftment of dalits economically

Employee Engagement Dan Stress Kerja Pengaruhnya Terhadap Kepuasan Kerja Dan Turnover Intention di Aman Villas Nusa Dua – Bali

2020 ◽  
Vol 2 (1) ◽  
pp. 60-79
Author(s):  
Wayan Arya Paramarta ◽  
Ni Putu Kurnia Darmayanti
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Work Stress ◽  
Turnover Intention ◽  
Secondary Data ◽  
Qualitative And Quantitative ◽  
Library Research ◽  
Analysis Technique ◽  
Negative Effect ◽  
Positive Effect

The aims of this study was to explain the effect of employee engagement and work stress on job satisfaction and turnover intention at Aman Villas Nusa Dua-Bali. The type of data used in this study is qualitative and quantitative data, with data sources namely primary and secondary data. Data collection method is interview, distributing questionnaires to respondents and library research, while the data analysis technique used Smart PLS 3.2.8. The results of this study showed that employee engagement had a positive effect and significant on job satisfaction, work stress had a negative effect but not significant on job satisfaction, employee engagement had a negative effect and significant on turnover intention, work stress had a positive effect and significant on turnover intention, job satisfaction had a negative effect but not significant on turnover intention, employee engagement had a positive effect but not significant on turnover intention trough job satisfaction, work stress had a positive effect but not significant on turnover intention trough job satisfaction at Aman Villas Nusa Dua-Bali.

The Relationship between Occupational Stress, Employee Engagement and Turnover Intention

2016 ◽  
Author(s):  
Shahrul Nizam bin Salahudin ◽  
Mohd Nur Ruzainy bin Alwi ◽  
Siti Sarah binti Baharuddin ◽  
Yuyaneswary Santhasaran ◽  
Vishalni Balasubramaniam
Keyword(s):  
Occupational Stress ◽  
Employee Engagement ◽  
Turnover Intention ◽  
The Relationship

Employee engagement and the work-family conflict relationship: The role of personal and organisational resources

2019 ◽  
Vol 40 (2) ◽  
pp. 118-138
Author(s):  
Okechukwu Ethelbert Amah
Keyword(s):  
Employee Engagement ◽  
Family Conflict ◽  
Empirical Studies ◽  
Hierarchical Regression ◽  
Personal Resources ◽  
Conservation Of Resources ◽  
Work Family Conflict ◽  
The World ◽  
Work Family ◽  
Operational Issues

Organisations in Africa face constant challenges on account of internal operational issues, and the economic and political situation on the continent. Hence, organisations in Africa and indeed all over the world are expected to be continuously efficient and effective in the use of scarce resources in order to survive. Accordingly, studies conducted all over the world, including in Africa, have established that high employee engagement is beneficial to organisations, because engaged employees exhibit discretionary behaviour that achieves superior business results. However, some studies suggest that organisations are also faced with the undesirable situation in which highly engaged employees experience high levels of work-family conflict. This relationship has implications for both productivity and ethical aspects, and past empirical studies have been unable to suggest a way out. This study proposes that, on the basis of the conservation of resources model and job demand and resources model, organisational and personal resources could play a major role in resolving the dilemma. Hierarchical regression analysis confirmed that organisational resources, servant leadership and personal resources were able to provide a solution, so that individuals with high values of these resources experienced less work-family conflict. The study also discussed the practical implications of the results for HRM and sustainability HRM.

LOCUS OF CONTROL AND EMPLOYEE ENGAGEMENT AMONG THE EMPLOYEES OF AUTOMOBILE INDUSTRY

2015 ◽  
Vol 6 (01-02) ◽  
Author(s):  
P. Paramanandam ◽  
K. Sangeetha
Keyword(s):  
Locus Of Control ◽  
Employee Engagement ◽  
Automobile Industry ◽  
Significant Positive Correlation ◽  
Income Group ◽  
Age Group ◽  
Statistical Tools ◽  
Convenience Sample ◽  
Income Groups ◽  
Group A

Locus of control reflects the extent to which individuals believe that what happens to them is within their control, or beyond it. The objective of the present study was to study locus of control and employee engagement among the employees of automobile industry. A convenience sample consisting of ninety employees working in automobile industry participated in the study. By administering questionnaires locus of control and employee engagement among the employees were assessed. The collected data was analysed with various statistical tools like Mean, Standard Deviation, Correlation, regression and ANOVA tests. A higher level of locus of control was observed among the above 50 years age group and a higher level of employee engagement among the 41-50 age group. A higher level of locus of control and employee engagement was observed among the above 30000 income group. There were significant differences in locus of control and employee engagement among the respondents of different income groups. There was a significant positive correlation between locus of control and employee engagement. Approximately 18% of the variance of employee engagement was explained by locus of control.

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