scholarly journals Hidden in Plain Sight: Manager-Employee Social Engagement Strategies

2021 ◽  
Author(s):  
◽  
Maree Anne Foley
Keyword(s):  
Attachment Theory ◽  
Employee Engagement ◽  
Social Engagement ◽  
Interpersonal Relationship ◽  
Social Systems ◽  
Survey Study ◽  
Future Research ◽  
Interaction Patterns ◽  
Engagement Strategies ◽  
Employee Relationship

<p>Employee engagement occurs at the ‘swirling intersection’ (Kahn, 1990, p. 719) of the manager-employee relationship; a multidimensional engagement relationship. However, research to date has focused on examining employees’ engagement relationships with their role, work or organisation, emphasising linear and transactional aspects of engagement. Interpersonal oriented research has been under-used to explore engagement. In this study, attachment theory is used as a social systems theory to examine the manager-employee interpersonal relationship as a means to understand engagement. Attachment theory research has identified strategic patterns of interaction within close relationships that have been associated with optimising the quality of exploration outside of these relationships. Attachment theory informed workplace research has identified individual differential use of attachment patterns at work with differences in engagement. However, different patterns of attachment in relation to engagement (a potential form of exploration) have yet to be examined within the interpersonal context of the manager-employee relationship. In this study it is proposed that managers and employees might: socially interact with each other when under pressure in unique and strategically patterned ways; and that these interaction patterns might also influence engagement. This thesis asks: how do managers and employees strategically manage their relationship to optimise their engagement at work? A sequential explanatory mixed methods design study is conducted. Attachment theory methods inform the development of a new concept and measure: manager-employee social engagement strategies. This measure is quantitatively tested in a survey study with managers (n=200) and employees (n=200). The quantitative survey is used to generate qualitative and interpersonal data about manager-employee social engagement strategies and engagement within a series of five qualitatively oriented case studies with manager-employee dyads. Quantitative analysis indicates three manager and three employee social engagement strategy measures. These measures each uniquely correlate with perceptions about engagement, such as job and organisation engagement. Qualitative findings from the manager-employee dyads show (when under pressure) that they employ various combinations of social strategies to engage with each other; including a possible fourth strategy. In turn, these strategies are both influenced by, and influence, engagement. In conjunction with the literature, these findings are formulated into the central contribution of this study: an attachment theory informed framework of manager-employee engagement. This multidimensional framework reconceptualises engagement as a dynamic system and centralises the interpersonal dimension; represented by the manager-employee relationship. This framework specifies simultaneous and multi-directional associations between (a) how managers and employees engage with each other, (b) their perceptions of engagement and attachment, and (c) their engagement. This research has theoretical and practical implications for the training and coaching of managers and employees. It highlights knowledge currently hidden in plain sight within the engagement field that can be used to change: how we interact with each other when under pressure and stress as a route to changing our perceptions about engagement; and our engagement. This research confirms the relevance of a future research agenda that places the manager-employee relationship at the centre of engagement.</p>

scholarly journals Hidden in Plain Sight: Manager-Employee Social Engagement Strategies

2021 ◽  
Author(s):  
◽  
Maree Anne Foley
Keyword(s):  
Attachment Theory ◽  
Employee Engagement ◽  
Social Engagement ◽  
Interpersonal Relationship ◽  
Social Systems ◽  
Survey Study ◽  
Future Research ◽  
Interaction Patterns ◽  
Engagement Strategies ◽  
Employee Relationship

<p>Employee engagement occurs at the ‘swirling intersection’ (Kahn, 1990, p. 719) of the manager-employee relationship; a multidimensional engagement relationship. However, research to date has focused on examining employees’ engagement relationships with their role, work or organisation, emphasising linear and transactional aspects of engagement. Interpersonal oriented research has been under-used to explore engagement. In this study, attachment theory is used as a social systems theory to examine the manager-employee interpersonal relationship as a means to understand engagement. Attachment theory research has identified strategic patterns of interaction within close relationships that have been associated with optimising the quality of exploration outside of these relationships. Attachment theory informed workplace research has identified individual differential use of attachment patterns at work with differences in engagement. However, different patterns of attachment in relation to engagement (a potential form of exploration) have yet to be examined within the interpersonal context of the manager-employee relationship. In this study it is proposed that managers and employees might: socially interact with each other when under pressure in unique and strategically patterned ways; and that these interaction patterns might also influence engagement. This thesis asks: how do managers and employees strategically manage their relationship to optimise their engagement at work? A sequential explanatory mixed methods design study is conducted. Attachment theory methods inform the development of a new concept and measure: manager-employee social engagement strategies. This measure is quantitatively tested in a survey study with managers (n=200) and employees (n=200). The quantitative survey is used to generate qualitative and interpersonal data about manager-employee social engagement strategies and engagement within a series of five qualitatively oriented case studies with manager-employee dyads. Quantitative analysis indicates three manager and three employee social engagement strategy measures. These measures each uniquely correlate with perceptions about engagement, such as job and organisation engagement. Qualitative findings from the manager-employee dyads show (when under pressure) that they employ various combinations of social strategies to engage with each other; including a possible fourth strategy. In turn, these strategies are both influenced by, and influence, engagement. In conjunction with the literature, these findings are formulated into the central contribution of this study: an attachment theory informed framework of manager-employee engagement. This multidimensional framework reconceptualises engagement as a dynamic system and centralises the interpersonal dimension; represented by the manager-employee relationship. This framework specifies simultaneous and multi-directional associations between (a) how managers and employees engage with each other, (b) their perceptions of engagement and attachment, and (c) their engagement. This research has theoretical and practical implications for the training and coaching of managers and employees. It highlights knowledge currently hidden in plain sight within the engagement field that can be used to change: how we interact with each other when under pressure and stress as a route to changing our perceptions about engagement; and our engagement. This research confirms the relevance of a future research agenda that places the manager-employee relationship at the centre of engagement.</p>

Feeling Threatened by Immigrants: The Role of Ideology and Subjective Societal Status

2020 ◽  
Author(s):  
Michael Bollwerk ◽  
Bernd Schlipphak ◽  
Joscha Stecker ◽  
Jens Hellmann ◽  
Gerald Echterhoff ◽  
...  
Keyword(s):  
Online Survey ◽  
Middle Eastern ◽  
Social Dominance Orientation ◽  
Survey Study ◽  
Future Research ◽  
Right Wing Authoritarianism ◽  
Threat Perceptions ◽  
Contextual Determinants ◽  
Intergroup Conflicts ◽  
And Gender

Threat perceptions towards immigrants continue to gain importance in the context of growing international migration. To reduce associated intergroup conflicts, it is crucial to understand the personal and contextual determinants of perceived threat. In a large online survey study (N = 1,184), we investigated the effects of ideology (i.e., Right-Wing Authoritarianism and Social Dominance Orientation), subjective societal status (SSS) and their interaction effects in predicting symbolic and realistic threat perceptions towards Middle Eastern immigrants. Results showed that ideology (higher RWA and SDO) and lower SSS significantly predicted both symbolic and realistic threat, even after controlling for income, education, age, and gender. Furthermore, ideology and SSS interacted significantly in predicting realistic threat, with higher levels of SDO and RWA enhancing the effect of SSS. In the discussion, we focus on the implications of our findings with respect to understanding societal conflicts, discuss methodological limitations, and provide directions for future research.

scholarly journals Meaningful Work, Job Resources, and Employee Engagement

2021 ◽  
Vol 13 (7) ◽  
pp. 4045
Author(s):  
Simon L. Albrecht ◽  
Camille R. Green ◽  
Andrew Marty
Keyword(s):  
Employee Engagement ◽  
Structural Equation ◽  
Meaningful Work ◽  
Organizational Outcomes ◽  
Job Resources ◽  
Psychological State ◽  
Future Research ◽  
Theoretical Frameworks ◽  
Positive Direct ◽  
The Relationship

Meaningful work and employee engagement have been the subject of increasing interest in organizational research and practice over recent years. Both constructs have been shown to influence important organizational outcomes, such as job satisfaction, wellbeing, and performance. Only a limited amount of empirical research has focused on understanding the relationship within existing theoretical frameworks. For this study, meaningful work is proposed as a critical psychological state within the job demands-resources (JD-R) model that can therefore, in part, explain the relationship between job resources and employee engagement. Survey data collected from 1415 employees working in a range of organizations, across a number of industries, were analyzed with confirmatory factor analysis (CFA) and structural equation modelling (SEM). In support of expectations, job variety, development opportunities, and autonomy, each had a significant and positive direct association with meaningful work. These job resources also had a significant and positive indirect effect on employee engagement via meaningful work. Although job variety, development opportunities, autonomy, and feedback had significant positive direct associations with engagement, contrary to expectations, supervisor support had a negative association with engagement. The final model explained a sizable proportion of variance in both meaningful work (49%) and employee engagement (65%). Relative weights analyses showed that job variety was the strongest job resource predictor of meaningful work, and that meaningful work was more strongly associated with employee engagement than the job resources. Overall, the results show that meaningful work plays an important role in enhancing employee engagement and that providing employees with skill and task variety is important to achieving that goal. Practical implications, study limitations, and future research opportunities are discussed.

scholarly journals Social Engagement and Episodic Memory in Non-Hispanic Black and White Older Adults

2020 ◽  
Vol 4 (Supplement_1) ◽  
pp. 343-343
Author(s):  
Abbey Hamlin ◽  
A Zarina Kraal ◽  
Laura Zahodne
Keyword(s):  
Social Support ◽  
Older Adults ◽  
Episodic Memory ◽  
Cognitive Aging ◽  
Social Engagement ◽  
Future Research ◽  
Social Activities ◽  
Linear Regression Models ◽  
Significant Positive Association ◽  
Cross Sectional

Abstract Social engagement may confer cognitive benefits in older adulthood, but studies have typically been restricted to largely non-Hispanic White (NHW) samples. Levels of social engagement vary across race such that NHW report larger social networks, more frequent participation in social activities, and greater social support than non-Hispanic Blacks (NHB). Associations between social engagement and cognition may also vary by race, but research is sparse. The current cross-sectional study examined associations between different aspects of social engagement and episodic memory performance, as well as interactions between social engagement and race among NHB and NHW participants in the Michigan Cognitive Aging Project (N = 247; 48.4% NHB; age = 64.19 ± 2.92). Social engagement (network size, activities, support) was self-reported. Episodic memory was a z-score composite of immediate, delayed, and recognition trials of a list-learning task. Separate hierarchical linear regression models quantified interactions between race and each of the three social engagement variables on episodic memory, controlling for sociodemographics, depressive symptoms, and health conditions. Results showed a main effect of more frequent social activity on better episodic memory, as well as an interaction between race and social support indicating a significant positive association in NHB but not NHW. These preliminary findings suggest that participating in social activities may be equally beneficial for episodic memory across NHB and NHW older adults and that social support may be particularly beneficial for NHB. Future research is needed to determine the potential applications of these results in reducing cognitive inequalities through the development of culturally-relevant interventions.

scholarly journals V-5 Model of Employee Engagement During COVID-19 and Post Lockdown

2021 ◽  
pp. 097226292098087
Author(s):  
Puneet Kumar
Keyword(s):  
Employee Engagement ◽  
Major Elements ◽  
Reference List ◽  
Review Of The Literature ◽  
Corporate World ◽  
Engagement Strategies ◽  
Global Pandemic ◽  
New Perspective ◽  
Hr Managers ◽  
Corporate Crises

COVID-19 has left the globe in a situation of despondency. Physical as well as the human resources (HR) of an organization were adversely affected during the lockdown. The corporate world is observing several corporate crises from the full or partial shutdown of businesses to layoffs, furloughs and resignations. HR managers are struggling to curb this renunciation of employees and grappling with reduced employee engagement. To keep employees highly motivated in this time of mayhem and maelstrom of the pandemic, HR managers need to revisit their employee engagement strategies with a new perspective. This article provides a ready reference list of variables to HR managers to enhance employee engagement level during COVID-19 and post lockdown. This article suggests five major elements of employee engagement, namely—value, voice, variety, virtue and vision. These logical elements of employee engagement are identified after an exhaustive review of the literature. Appropriate variables for each element support author’s perspective. Though neither these elements nor the variables are exhaustive, yet they hold utmost relevance to enhance employee engagement in the time of the global pandemic.

The Manifestation of New Public Service Principles in Small-town Government: A Case Study of Grand Island, New York

2021 ◽  
pp. 0160323X2110031
Author(s):  
Jason D. Rivera ◽  
Andrew Uttaro
Keyword(s):  
New York ◽  
Public Service ◽  
Future Research ◽  
Public Servants ◽  
Engagement Strategies ◽  
New Public ◽  
Governance Practices ◽  
Grand Island ◽  
Inclusive Governance

Although New Public Service (NPS) principles are well known, their practice in local government settings has only been limitedly explored. As a means of better understanding governance practices that adhere to NPS principles in local contexts, this study engaged in a case study of Grand Island, New York. Through the analysis of interviews with elected officials and civic servant department heads, it is observed that public servants practice various public engagement strategies for gauging public sentiment and interests in public policy. However, these same public servants point out the challenges of public hearings and social media to understanding their citizens. Information on public servants’ notions of accountability is observed, which relates to how they view the public’s involvement in policy processes. Recommendations for future research are provided as a means of enhancing our understanding and development of more inclusive governance practices.

The Role of Perceived Risk in Engaging Customer and Employees for Value Creation in Services

2021 ◽  
pp. 097226292110225
Author(s):  
Ritu Srivastava ◽  
Diptiman Banerji ◽  
Priyanka Nema ◽  
Shubham Choudhary
Keyword(s):  
Employee Engagement ◽  
Value Creation ◽  
Perceived Risk ◽  
Organizational Outcomes ◽  
Customer Engagement ◽  
Future Research ◽  
Second Phase ◽  
Research Directions ◽  
Marketing Effectiveness ◽  
New Research

Value creation, customer engagement and employee engagement have emerged as important organizational outcomes for continued success. At the turn of the new decade, it is imperative to identify new research directions for these outcomes to improve the marketing effectiveness of organizations while keeping people at the centre of this pursuit. The present study is propelled by this motivation. The study started with the exploration of the relationship of customer and employee engagement in value creation, while limiting the scope to services. The extant literature has not studied the three together. The second phase of the study dwelled on identifying common links among the three to develop a conceptual model that brought the concepts of customer engagement, employee engagement and value creation together. Perceived risk was identified as the underlying phenomenon that connected all three to be part of a social system. A conceptual framework has been proposed for connecting perceived risk to customer engagement and employee engagement that would create value in service organizations. The study identifies future research directions for theory building and practice.

Fit Perception and Engagement: The Mediating Role of Work Meaningfulness

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.

scholarly journals Attachment and relationships: Milestones and future directions

2010 ◽  
Vol 27 (2) ◽  
pp. 173-180 ◽  
Author(s):  
Jeffry A. Simpson ◽  
W. Steven Rholes
Keyword(s):  
Health Outcomes ◽  
Attachment Theory ◽  
Adult Attachment ◽  
Future Research ◽  
Future Directions ◽  
The Past

Adult attachment researchers have made important strides during the past 25 years in testing and applying attachment theory to multiple personal and interpersonal domains. We highlight some of the major milestones and then propose several directions for future research. Some of the most important and promising directions include testing additional normative processes implied by attachment theory, developing and testing critical connections between attachment theory and other major interpersonal theories, and identifying pathways between attachment processes and long-term health outcomes.

scholarly journals Measuring attachment and parental bonding in psychosis and its clinical implications

2014 ◽  
Vol 25 (2) ◽  
pp. 142-149 ◽  
Author(s):  
S. Mathews ◽  
J. Onwumere ◽  
S. Bissoli ◽  
M. Ruggeri ◽  
E. Kuipers ◽  
...  
Keyword(s):  
Attachment Theory ◽  
Attachment Style ◽  
Attachment Styles ◽  
Parental Bonding ◽  
Insecure Attachment ◽  
Self Report ◽  
Future Research ◽  
Clinical Implications ◽  
Term Outcome ◽  
Long Term Outcome

Background.Attachment theory proposes that psychological functioning and affect regulations are influenced by the attachment we form with others. Early relationships with parents or caregivers lay the foundations for attachment styles. These styles are proposed to influence how we relate to others during our life can be modified by the relationships and events we experience in our lifespan. A secure attachment style is associated with a capacity to manage distress, comfort with autonomy and the ability to form relationships with others, whereas insecure attachment can lead to dysfunctional relationships, emotional and behaviour avoidance. Attachment theory provides a useful framework to inform our understanding of relationship difficulties in people with psychosis. This paper aims to complement recent systematic reviews by providing an overview of attachment theory, its application to psychosis, including an understanding of measurement issues and the clinical implications offered.Method.A narrative review was completed of the measures of attachment and parental bonding in psychosis. Its clinical implications are also discussed. The paper also explores the link between insecure attachment styles and illness course, social functioning and symptomatology. The following questions are addressed: What are the key attachment measures that have been used within the attachment and psychosis literature? What are the results of studies that have measured attachment or parental bonding in psychosis and what clinical implications can we derive from it? What are some of the key questions for future research from these findings in relation to the onset of psychosis research field?Results.The most commonly used measures of attachment in psychosis research are reviewed. Self-report questionnaires and semi-structured interviews have mainly been used to examine attachment styles in adult samples and in recent years comprise a measure specifically developed for a psychosis group. The review suggests that insecure attachment styles are common in psychosis samples. Key relationships were observed between insecure, avoidant and anxious attachment styles and psychosis development, expression and long-term outcome.Conclusions.Attachment theory can provide a useful framework to facilitate our understanding of interpersonal difficulties in psychosis that may predate its onset and impact on observed variability in outcomes, including treatment engagement. Greater attention should be given to the assessment of attachment needs and to the development of interventions that seek to compensate for these difficulties. However, further investigations are required on specifying the exact mechanisms by which specific attachment styles impact on the development of psychosis and its course.

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