scholarly journals FABRICATING EMPLOYEE ENGAGEMENT FOR ORGANIZATIONAL EFFECTIVENESS: FRAMING ITEMS FOR THE 'CAR-PER-ET-WELL' SCALE

2017 ◽  
Vol 16 (1) ◽  
pp. 27
Author(s):  
Dr. Manodip Ray Chauduri ◽  
Partha Naskar
Keyword(s):  
Employee Engagement ◽  
Organizational Effectiveness ◽  
Item Analysis ◽  
Well Being ◽  
Literature Survey ◽  
Ethical Framework ◽  
Business Climate ◽  
Organizational Excellence ◽  
Career Performance

Organization thrive on people. The epicenter of organizational excellence revolves around to the degree and extent of human involvement at work. To have a committed workforce, ensures satisfication, consummation and fulfillment in the minds of employess. A satisfied worker is a happy worker and of course can prove to be most productive, prolific and industrious in his work and in execution of his responsibilities. With a brief introduction on the concept of employess engagement, the paper through detailed literature survey, outlines various aspects of employee engagement, underlying employee career prospects, the significance of ethical framework and significance of employee well-being in the organizational domain. The objective of the paper is to reach understanding of certain identifiable areas within the field of employee engagement viz.; career, performance, ethics and wellness. These issues are quite pertinent for competitive survival of organizations in the current turbulent business climate. A scale "car-per-et-well" has been developed for item analysis in the present study. The coverage of the study makes an attempt to reach out to teh relevance of employee engagement for organizational accomplishment

Positive Psychology Applications

2009 ◽  
pp. 34-48 ◽  
Author(s):  
P. Alex Linley ◽  
Stephen Joseph ◽  
John Maltby ◽  
Susan Harrington ◽  
Alex M. Wood
Keyword(s):  
Positive Psychology ◽  
Organizational Behavior ◽  
Employee Engagement ◽  
Medical Model ◽  
Well Being ◽  
Humanistic Psychology ◽  
Human Needs ◽  
Organizational Scholarship ◽  
Client Centered Therapy ◽  
Good Lives

Applied positive psychology is concerned with facilitating good lives and enabling people to be at their best. It is as much an approach as a particular domain of inquiry. As shown throughout this chapter, positive psychology has applications that span almost every area of applied psychology and beyond. In clinical psychology, counseling and psychotherapy, applied positive psychology builds on the traditions of humanistic psychology and Carl Rogers' client-centered therapy. It challenges the dominant assumptions of the medical model and promotes a dimensional, rather than dichotomous, understanding of mental health and mental illness. Beyond the alleviation of psychopathology, applied positive psychology has also seen the development of specific happiness-increase interventions, including counting one's blessings, using signature strengths, and paying a gratitude visit. In education, applied positive psychology has been used to promote flow in the classroom, as well as harnessing children's strengths to aid their learning and development. Forensic applications of positive psychology are represented by the good lives model of offender management, which focuses on the adaptive satisfaction of human needs. In Industrial Organizational (I/O) psychology, positive psychology applications are represented throughout work on transformational leadership, employee engagement, positive organizational scholarship, positive organizational behavior, appreciative inquiry, and strengths-based organization. In society, more broadly, applied positive psychology is shown to influence the development of life coaching and the practice of executive coaching, while population approaches are being explored in relation to epidemiology and the promotion of social well-being. Having reviewed these diverse areas, the chapter then goes on to consider the theoretical basis for applied positive psychology; the questions of who should apply positive psychology, as well as where and how; and whether positive psychology applications could be universally relevant. The chapter concludes by considering what the future of applied positive psychology may hold and suggesting that the discipline has the potential to impact positively on people throughout the world.

Protean and Boundaryless Career Attitude as Determinants of Well-being Among Indian IT Temporary Agency Workers

2021 ◽  
pp. 097226292110362
Author(s):  
Swati Alok ◽  
Rajthilak R.
Keyword(s):  
Employee Engagement ◽  
Structural Equation ◽  
Well Being ◽  
Direct Effects ◽  
Mediation Effects ◽  
Validated Questionnaire ◽  
Boundaryless Career ◽  
Management Approaches ◽  
Study Participants ◽  
Temporary Agency Workers

The growth of temporary and non-standard employment arrangements post liberalization drives temporary agency workers (TAWs), especially of the information technology (IT) sector, to be agents of their own career identities. As a result, TAWs embrace self-managed/adaptable career management approaches namely protean career (PCO) and boundaryless career (BCO) orientations for their long-term sustainability and well-being. This study investigated the direct effects of PCO and BCO on TAW’s well-being, also, their indirect effects thorough perceived employability (PE). Study participants were 246 TAWs employed by leading Indian IT recruitment agencies and deployed to work for various IT clients. Data were collected through validated questionnaire and analysed through structural equation modelling. Findings confirm direct effects of PCO and BCO on TAW well-being and partial mediation effects of PE. Thus, to boost TAWs’ well-being, organizations may consider developing their protean attitudes via employee engagement programmes, staff agencies through counselling to map workers values/interest with their assigned projects, TAWs workers themselves proactively participating in the challenging assignment at the client place.

The individualism of motivation

2019 ◽  
Vol 18 (3) ◽  
pp. 96-103
Author(s):  
Andrew Mayo
Keyword(s):  
Employee Engagement ◽  
Psychological Contract ◽  
Extrinsic Motivation ◽  
Well Being ◽  
Human Condition ◽  
Goal Theory ◽  
Content Type ◽  
External Stimulation ◽  
Writing Models ◽  
Practical Implications

Purpose The purpose of this paper is to examine the components that drive employee engagement and show how important it is to understand the individualism of motivation as against generic assumptions. Design/methodology/approach This paper defines employee engagement and takes four drivers that influence it in turn. These are analysed and discussed, particularly as to the individualistic elements of them. Two approaches to understanding individual goals and priorities are illustrated. Findings There are four drivers of engagement, namely, the absence of dissatisfaction or irritation factors, intrinsic motivation (inner driven) and extrinsic motivation (external stimulation) and personal well-being. Each of these have highly individualistic elements, and models based on a generic human condition do not work effectively. Two instruments for understanding this individualism are illustrated, one based on goal theory and another based on the psychological contract. Practical implications Many motivational efforts fail because of an assumed commonality in what motivates people. The reality is that different personalities and different personal goals and values require individual approaches. Successful engagement demands that leader/managers make it a priority to understand each one of their people in these terms. Originality/value This paper is based mostly on the writing, models and experience of the author.

Leaveism and public sector reform: will the practice continue?

2014 ◽  
Vol 1 (2) ◽  
pp. 205-212 ◽  
Author(s):  
Ian Hesketh ◽  
Cary L. Cooper ◽  
Jonathan Ivy
Keyword(s):  
Public Sector ◽  
Employee Engagement ◽  
Sickness Absence ◽  
Well Being ◽  
Evaluation Tool ◽  
Public Sector Reform ◽  
Sector Reform ◽  
Sickness Absenteeism ◽  
Content Type ◽  
Organisational Effectiveness

Purpose – The purpose of this paper is to examine and report how the construct of “Well-being” is being recognised within the public services. Using research conducted in a northern provincial police force in the UK the paper explores the issues that may contribute to sickness absence, presenteeism and leaveism; a recently described manifestation of workload overload. As sweeping public sector reform results in reduced workforce and potentially static demand, the question asked here is, “how do organisations adapt to the shifting landscape and retain employee engagement in the workplace?” Design/methodology/approach – The study used A Short Stress Evaluation Tool to assess the risk of stress in the workforce. The questionnaire employed an online self-administered survey and collected data from 155 respondents on stress perceptions, health, attitude towards the organisation, job satisfaction and commitment to the organisation. Findings – Sickness absence figures receive detailed attention when it comes to managing employees, but they may not represent a reliable picture. In this study one-third of respondents indicated that they had taken leave when they had actually been ill or injured; leaveism. The concept of leaveism does not currently appear within sickness absence reporting mechanisms, and the authors would suggest that the omission of this concept leaves a lacuna in current thinking that may have significant impact on both individual and organisational performance. Research limitations/implications – This research clearly shows that the issue of leaveism is a valid concept and has potentially far-reaching consequences. This study has only touched on the first (of three) of the leaveism behaviours and is conducted solely in a policing environment (although non-warranted employees are included in the research cohort). Further research could include attempts to quantify elements two and three of leaveism, and explore to what extent these may impact on organisations undergoing public sector reform. Practical implications – Previous studies have highlighted the negative health effects on “stayers” in public sector downsizing exercises. This in turn raises the question of just how these “survivors” cope with the new regime; with potentially more work and less pay. The authors ask what behaviour cuts of this magnitude will eventually drive when the dust settles? As a consequence could the authors see an end to the practice of leaveism? In which case the authors could make the assumption that (in its first form) it may convert to sickness absenteeism? With a third of people surveyed conceding to the practice, this has far-reaching consequences. In comparison to presenteeism, which has no overt costs, this scenario presents an entirely different fiscal proposition. Originality/value – Leaveism, a recently described and under researched phenomenon, is a hidden source of potential abstractions from the workplace, and could impact enormously on organisational effectiveness. The motivation for the practice is unclear, and could be a manifestation of loyalty, enjoyment or duty. It could also be construed as a reaction to fear of job loss, redundancy or down grade. Whatever the underlying reason this study clearly illustrates the potentially harmful consequences to (public sector) organisations.

scholarly journals Targeting and tailoring an intervention for adolescents who are overweight

2014 ◽  
Vol 22 (2) ◽  
pp. 237-247 ◽  
Author(s):  
Kirsti Riiser ◽  
Knut Løndal ◽  
Yngvar Ommundsen ◽  
Nina Misvær ◽  
Sølvi Helseth
Keyword(s):  
Health Behavior ◽  
Ethical Issues ◽  
Public Health Intervention ◽  
Well Being ◽  
Health Behavior Change ◽  
Overweight And Obesity ◽  
Ethical Framework ◽  
Vulnerable Groups ◽  
Attribution Of Responsibility ◽  
Ethical Aspects

There are important ethical issues to be examined before launching any public health intervention, particularly when targeting vulnerable groups. The aim of this article is to identify and discuss ethical concerns that may arise when intervening for health behavior change among adolescents identified as overweight. These concerns originate from an intervention designed to capacitate adolescents to increase self-determined physical activity. Utilizing an ethical framework for prevention of overweight and obesity, we identified three ethical aspects as particularly significant: the attribution of responsibility for health behavior, liberty to choose, and the effect on the participants’ psychosocial well-being. It is discussed whether and how measures can be taken to deal with these aspects. It seems evident that the ethical aspects are mainly concerned with the vulnerability of adolescents identified as overweight. However, we claim that when individual feedback and counseling is provided, tailored interventions have a unique potential to empower adolescents to make ethically anchored decisions about their own health behavior.

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