scholarly journals Employee engagement and performance: a systematic literature review

2018 ◽  
Vol 54 (3) ◽  
pp. 227-244 ◽  
Author(s):  
Błażej Motyka
Keyword(s):  
Employee Engagement ◽  
Work Engagement ◽  
Work Performance ◽  
Current Knowledge ◽  
The Body ◽  
Future Research ◽  
Significant Relation ◽  
Economic Problems ◽  
And Performance ◽  
Academic Implications

AbstractScholars and practitioners indicate that low level of employee engagement at work is currently one of the most alarming global economic problems. The potential consequence of this phenomenon is declining work performance. Therefore, it becomes important to understand the concept of work engagement, its meaning for employees, and implications for employers. The article is a systematic review of the body of literature, presenting the results of research on the association between employee engagement and various performance categories. The paper’s objective is to summarize prior studies based on their ordering and categorization, identify gaps in the current knowledge, and propose an agenda for future research. The article presents these findings in a synthetic manner, offering practical and academic implications arising therefrom. Results of the review indicate that, in the case of most peer-reviewed publications, a statistically significant relation between employee engagement and numerous categories and subcategories of performance was confirmed.

Business model innovation: past research, current debates, and future directions

2017 ◽  
Vol 10 (3) ◽  
pp. 342-359 ◽  
Author(s):  
Mokter Hossain
Keyword(s):  
Literature Review ◽  
Business Model ◽  
Systematic Literature Review ◽  
Current Knowledge ◽  
Past Research ◽  
Business Model Innovation ◽  
The Body ◽  
Future Research ◽  
Content Type ◽  
Body Of Knowledge

Purpose The purpose of this paper is to provide state-of-the-art knowledge about business model innovation (BMI) and suggest avenues for future research. Design/methodology/approach A systematic literature review approach was adopted with thematic analysis being conducted on 92 articles. Findings The body of knowledge for this concept is in its infancy and is highly fragmented. This study therefore attempts to consolidate this fragmented knowledge. It reveals dominant themes, establishes coherence, and identifies conflicting arguments in the current literature. It also points out gaps in the research and highlights new directions for research. Research limitations/implications This study analyzed articles that were found based on a systematic literature review approach. Practical implications This study identifies some fundamental issues that managers need to understand regarding BMI. Originality/value The main value of this study lies in its synthesis of the current knowledge of BMI.

scholarly journals The Diminishing Effect of Transformational Leadership on the Relationship Between Task Characteristics, Perceived Meaningfulness, and Work Engagement

2020 ◽  
Vol 11 ◽  
Author(s):  
Fanxing Meng ◽  
Yi Wang ◽  
Wenying Xu ◽  
Junhui Ye ◽  
Lin Peng ◽  
...  
Keyword(s):  
Transformational Leadership ◽  
Employee Engagement ◽  
Work Engagement ◽  
Police Officers ◽  
Mobile App ◽  
Task Characteristics ◽  
Future Research ◽  
Task Autonomy ◽  
Employee Work Engagement ◽  
Task Significance

The topic of employee work engagement in the public sector has attracted broad attention because it is critical to the efficiency and effectiveness of public services. Based on the Job Characteristics Model (JCM) and the Integrative Theory of Employee Engagement (ITEE), the present research adopts a multilevel design to examine a moderated mediation model in which task characteristics (i.e., task autonomy and task significance as level-1 predictors) and social context (i.e., transformational leadership as a level-2 moderator) jointly impact employee work engagement via individual perception of meaningfulness in work. A total of 349 grassroots police officers from 35 police substations were invited to anonymously complete a survey via mobile app. After performing the cross-sectional analysis, the results indicated that in contrast to task significance, the conditional effect of task autonomy on work engagement via perceived meaningfulness was more positive at a lower level of transformational leadership. Implications, limitations, and future research directions are discussed.

Obesity Research in Occupational Safety and Health

2016 ◽  
Vol 60 (1) ◽  
pp. 1022-1026 ◽  
Author(s):  
Mahboobeh Ghesmaty Sangachin ◽  
Lora A. Cavuoto
Keyword(s):  
Work Performance ◽  
Occupational Safety ◽  
Occupational Injury ◽  
Occupational Safety And Health ◽  
Future Research ◽  
Current State ◽  
Safety And Health ◽  
And Performance ◽  
General Studies ◽  
Future Work

Obesity is an emerging health problem among the workforce. This review examined the published literature in the last decade presented in prominent human factors and occupational safety and health journals to map out the current state of the research and direct future work. Overall, 44 studies were identified, out of which 27% focused on general effects of obesity on work performance, disability or occupational injury and 73% studied hypotheses regarding the effect of obesity on functional capacity, balance and performance of specific tasks. While over 90% of general studies suggest some significant adverse effect, only ~47% of specific studies report such results. While obesity co- occurs with chronic conditions such as diabetes or cardio-respiratory issues, laboratory based studies which exclude subjects with comorbidities may fail to fully manifest obesity effects. With only four studies identified that investigated an interaction of obesity with other personal or job-related health risks, future research in this regard is warranted.

scholarly journals Metabolomics Biomarkers for Detection of Colorectal Neoplasms: A Systematic Review

Cancers ◽  
2018 ◽  
Vol 10 (8) ◽  
pp. 246 ◽  
Author(s):  
Vanessa Erben ◽  
Megha Bhardwaj ◽  
Petra Schrotz-King ◽  
Hermann Brenner
Keyword(s):  
Early Detection ◽  
Colorectal Neoplasms ◽  
Literature Search ◽  
Web Of Science ◽  
Current Knowledge ◽  
External Validation ◽  
Performance Characteristics ◽  
Future Research ◽  
Non Invasive ◽  
And Performance

Background: Several approaches have been suggested to be useful in the early detection of colorectal neoplasms. Since metabolites are closely related to the phenotype and are available from different human bio-fluids, metabolomics are candidates for non-invasive early detection of colorectal neoplasms. Objectives: We aimed to summarize current knowledge on performance characteristics of metabolomics biomarkers that are potentially applicable in a screening setting for the early detection of colorectal neoplasms. Design: We conducted a systematic literature search in PubMed and Web of Science and searched for biomarkers for the early detection of colorectal neoplasms in easy-to-collect human bio-fluids. Information on study design and performance characteristics for diagnostic accuracy was extracted. Results: Finally, we included 41 studies in our analysis investigating biomarkers in different bio-fluids (blood, urine, and feces). Although single metabolites mostly had limited ability to distinguish people with and without colorectal neoplasms, promising results were reported for metabolite panels, especially amino acid panels in blood samples, as well as nucleosides in urine samples in several studies. However, validation of the results is limited. Conclusions: Panels of metabolites consisting of amino acids in blood and nucleosides in urinary samples might be useful biomarkers for early detection of advanced colorectal neoplasms. However, to make metabolomic biomarkers clinically applicable, future research in larger studies and external validation of the results is required.

scholarly journals Interplay between performance measurement and management, employee engagement and performance

2017 ◽  
Vol 37 (9) ◽  
pp. 1207-1228 ◽  
Author(s):  
Marisa Smith ◽  
Umit Sezer Bititci
Keyword(s):  
Performance Measurement ◽  
Performance Management ◽  
Employee Engagement ◽  
Longitudinal Research ◽  
Two Dimensions ◽  
Performance Measurement System ◽  
Future Research ◽  
Content Type ◽  
Performance Measurement Systems ◽  
And Performance

Purpose The purpose of this paper is to recognise the importance of the interplay between performance measurement, performance management, employee engagement and performance. However, the nature of this phenomenon is not well understood. Analysis of the literature reveals two dimensions of organisational control, technical and social, that are used to develop a conceptual framework for studying this phenomenon. Design/methodology/approach The authors conducted explorative action research involving pilot and control groups from two departments of a UK bank. Findings The authors show that an intervention on the social controls has led to changes in technical controls of the performance measurement system resulting in significant improvement in employee engagement and performance. Research limitations/implications The research was undertaken with two cases from a single organisation. Further fine-grained, longitudinal research is required to fully understand this phenomenon in a wider range of contexts. Practical implications The paper contributes to the theory on performance measures and gives guidance on how organisations might design their performance measurement systems to enhance employee engagement and performance. Originality/value The study makes three contributions. First, the authors introduce a new theoretical framework based the organisational control theory providing a basis for future research. Second, through nine propositions, the authors establish a causal relationship between performance measurement, performance management, employee engagement and performance. Third, the authors identify a gap in knowledge concerning the design of organisational controls in the context of the process that is being managed.

scholarly journals Iron Regulation in Athletes: Exploring the Menstrual Cycle and Effects of Different Exercise Modalities on Hepcidin Production

2014 ◽  
Vol 24 (2) ◽  
pp. 177-187 ◽  
Author(s):  
Marc Sim ◽  
Brian Dawson ◽  
Grant Landers ◽  
Debbie Trinder ◽  
Peter Peeling
Keyword(s):  
Oral Contraceptive ◽  
Inflammatory Cytokine ◽  
Iron Absorption ◽  
Current Knowledge ◽  
Oral Contraceptive Pill ◽  
Well Being ◽  
The Body ◽  
Iron Regulation ◽  
Future Research ◽  
Exercise Induced

The trace element iron plays a number of crucial physiological roles within the body. Despite its importance, iron deficiency remains a common problem among athletes. As an individual’s iron stores become depleted, it can affect their well-being and athletic capacity. Recently, altered iron metabolism in athletes has been attributed to postexercise increases in the iron regulatory hormone hepcidin, which has been reported to be upregulated by exercise-induced increases in the inflammatory cytokine interleukin-6. As such, when hepcidin levels are elevated, iron absorption and recycling may be compromised. To date, however, most studies have explored the acute postexercise hepcidin response, with limited research seeking to minimize/attenuate these increases. This review summarizes the current knowledge regarding the postexercise hepcidin response under a variety of exercise scenarios and highlights potential areas for future research—such as: a) the use of hormones though the female oral contraceptive pill to manipulate the postexercise hepcidin response, b) comparing the use of different exercise modes (e.g., cycling vs. running) on hepcidin regulation.

scholarly journals Development of Job Rotation Model for Performance Improvement of Employees of East Java I Regional Office of Directorate General of Customs and Excise

2020 ◽  
Vol 4 (1) ◽  
pp. 1
Author(s):  
Harwan Ony Prasetyanto
Keyword(s):  
Employee Engagement ◽  
Work Performance ◽  
Regional Office ◽  
Job Rotation ◽  
Directorate General ◽  
And Performance ◽  
Public Service Agencies ◽  
Office Employees ◽  
Employee Experience ◽  
The City

Job rotaion in public service agencies is a common practice. Job rotations are implemented in order for employees to gain new experience, learn new things that can ultimately improve the skills, competencies and performance that are beneficial for the organization. The Directorate General of Customs and Excise (DJBC) of Republic of Indonesia applies the homebase (within the city of residence) and non-homebase (far from the city of residence) job rotation models in an effort to improve employee experience, skills, competencies and performance and meet the organization’s specific goals. This study aimed to identify the degree of engagement and performance of DJBC East Java I Regional Office employees who have experienced both homebase and non-homebase job rotation models. The study used qualitative methods with a number of informants selected purposively based on their age range and homebase and non-homebase job rotation experience. The results showed that non-homebase job rotation that was originally intended to provide employees with experience, knowledge, skills and improvement is not accompanied with strong employee engagement nor a high degree of work performance. Personal and family problems, unexpected financial expenditure and the process of adaptation in the new workplace have prevented the non-homebase employees from developing optimum engagement and job performance

scholarly journals Work Engagement Among Public Employees: Antecedents and Consequences

2021 ◽  
Vol 12 ◽  
Author(s):  
Rushana Khusanova ◽  
Seung-Wan Kang ◽  
Suk Bong Choi
Keyword(s):  
Employee Engagement ◽  
Work Engagement ◽  
Positive Association ◽  
Public Organizations ◽  
Task Interdependence ◽  
Mediation Effect ◽  
Antecedents And Consequences ◽  
And Performance ◽  
The Relationship ◽  
Job Meaningfulness

This study is an investigation of the relationships among job meaningfulness, work engagement, and performance, including testing for a possible mediation effect of work engagement on the relationship between job meaningfulness and performance. We examine task interdependence as a boundary condition that facilitates employee engagement using two-stage multiple-source respondent data drawn from a sample of 183 Uzbek employees from public organizations and their 47 supervisors to test the hypotheses. The research findings confirm a positive association between job meaningfulness and engagement and the relationship between work engagement and performance. Mediation analysis using bootstrapping indicated that work engagement explained the influence of meaningfulness on performance. Furthermore, task interdependence negatively moderated the relationship between meaningfulness and engagement. This study responds to calls for researchers to identify the key and situational drivers of work engagement as well as examine the importance of meaningfulness in the public sector. It also increases the external validity of the findings by examining the relationship between engagement and performance in a non-Western context, namely, Islamic Uzbekistan. Despite the limitations of this research, the empirical findings contribute to the growing body of research on work engagement and meaningfulness in public organizations.

Bullying effects on performance and engagement among academics

2019 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Matti Meriläinen ◽  
Kristi Kõiv ◽  
Anu Honkanen
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Work Performance ◽  
Rating Scale ◽  
Mail Survey ◽  
Content Type ◽  
Perceived Performance ◽  
Point Rating Scale ◽  
And Performance ◽  
The Relationship

Purpose The purpose of this paper is to examine relationships between perceived bullying, work engagement and work performance among Estonian academics. Specifically, it details what forms of bullying affect work engagement and performance. Moreover, the study explores the relationship between engagement and performance among bullied academics. Design/methodology/approach A total of 864 faculty members from nine Estonian universities participated in an e-mail survey in Spring 2014. Bullying was measured using the Negative Acts Questionnaire-Revised (NAQ-R22), and work engagement was assessed using the nine-item Utrecht Work Engagement Scale. Respondents’ perceived performance and productivity were measured on a ten-point rating scale. Structural equation modelling was used to analyse the relationship between bullying, engagement and performance. Findings Perceived bullying – especially “professional understating” – decreased work engagement and work performance among Estonian academics. The decrease in performance preceded the decrease in engagement or vice versa. The decrease in engagement was followed by lowered performance. Research limitations/implications A longitudinal study is needed to prove the specific one-way effect of (decreased) performance (because of perceived bullying) on engagement. Practical implications Preventing bullying and further increasing engagement and performance among Estonian academics requires getting out of policy of professional understating. Social implications The authors need to determine why Estonian academics experience professional understating, which includes being ordered to perform tasks below one’s level of competence and having key areas of responsibility removed or replaced with more trivial or unpleasant tasks. Originality/value The present results prove that it is possible to differentiate between specific forms of bullying in a specific context and further reveal those factors specifically that affect work performance and work engagement. Among Estonian academics – revealed in this study – “professional understating” seems to be such a factor.

Performance management to enhance employee engagement for corporate sustainability

2016 ◽  
Vol 8 (1) ◽  
pp. 84-102 ◽  
Author(s):  
Molraudee Saratun
Keyword(s):  
Performance Management ◽  
Employee Engagement ◽  
Practical Implication ◽  
Corporate Sustainability ◽  
Performance Outcomes ◽  
Future Research ◽  
Content Type ◽  
Psychological Conditions ◽  
Contextual Elements ◽  
And Performance

Purpose – The purpose of this paper is to examine literature in order to explore the reasons why performance management (PM) positively affects employee engagement (EE) as well as how PM should be conducted to achieve EE. It also provides future research suggestions. Design/methodology/approach – Derived from substantial literature review, approaches describing how three PM processes (performance agreement, on-going feedback, and performance evaluation) can enhance EE are discussed. Findings – Throughout the three PM processes, the following should be applied to foster EE: employee development facilitation and support, employee involvement, trust, and justice. In order to have a PM system achieve EE, the broad context and culture of organizations may have to change to be sustainability oriented. Research limitations/implications – Future research can test possible associations between a set of integrated PM activities and Kahn’s (1990) concept of three psychological conditions (meaningfulness, availability, and safety), leading to EE, and eventually sustainable corporate performance outcomes. Research examining associations between particular preceding sustainable contextual elements and PM, leading to engagement, also deserves attention. Practical implications – One practical implication of this paper is that it may provide possible guidance to managers seeking to engage their employees when managing their performance, and increase awareness of potential constraints created by non-sustainable contextual elements. Originality/value – This paper fulfills a need to explore how PM can be conducted to achieve EE, which is still scarce in current literature and research. The paper offers a holistic perspective that sustainable contexts in organizations are also needed, if PM to engage employees will flourish.

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