scholarly journals Impact of Employee Engagement on Performance at A Pump Supplier

2021 ◽  
Vol 4 (1) ◽  
pp. 1
Author(s):  
Stephen Bale ◽  
Alan Pillay
Keyword(s):  
Decision Making ◽  
Organizational Performance ◽  
Employee Engagement ◽  
Employee Performance ◽  
Sampling Technique ◽  
Well Being ◽  
Recognition System ◽  
Internal Communication ◽  
Bottom Line ◽  
The Impact

<em>The study aimed to investigate the impact of employee engagement on performance at a South African pump supplier. The research adopted a qualitative study and a non-probability purposeful sampling technique with a target population of ten employees at the company. It examined the factors that contributed to the development of employees’ engagement and the effect of engagement on employee performance. The research instrument used interview and was analyzed qualitatively. Key findings revealed that the employees at the company are disengaged due to ineffective leadership, poor communication between management and employees, lack of a recognition system, inadequate employee participation in decision-making, and an absence of a strategic and coordinated approach to the employees’ well-being. Recommendations were that the organization should allow its workforce to provide input in the decision-making of the organization, improve effective and transparent internal communication, employee development and empowerment, and an effective recognition system. Leaders should support the effective utilization of employee skills and capabilities. The study showed that there is a relationship between employee engagement and performance due to the lack of employee engagement that lowered employee capability and affected the organization's bottom line. Designing and implementing an effective employee engagement strategy is, therefore, desirable to the employee and organizational performance.</em>

scholarly journals Occupational Stress and its Outcomes: The Mediating Role of Emotional Intelligence among Employees in Non-Government Organisations in Pakistan

2021 ◽  
Vol 7 (1) ◽  
pp. 1-14
Author(s):  
Sunbul Naeem Cheema ◽  
Muhammad Naeem Sadiq Cheema ◽  
Nazia Parveen Gill
Keyword(s):  
Emotional Intelligence ◽  
Organizational Performance ◽  
Occupational Stress ◽  
Employee Engagement ◽  
Sampling Technique ◽  
Middle Level ◽  
Resource Theory ◽  
Future Research ◽  
Relationship Of ◽  
The Impact

Purpose: Output of non-governmental organizations (NGOs) mostly depends upon efficiency and performance in completing different projects. NGOs in Pakistan operate in diverse fields including health, education, women empowerment etc. The job of the NGOs tends to be stressful due to security issues, psychological strains, organizational structures, and various roles of the employees. This study investigated and explored outcomes of occupational stress in the form of employee engagement at work; furthermore, the research investigated that how emotional intelligence intervenes the impact of occupational stress and employee engagement, as being the mediator. The conservation of resource theory (COR) is applied to explore the relationship of occupational stress and its outcomes in non government organizations of Pakistan. Methodology/Design/Approach: Data was collected from 346 employees (middle level) of NGOs. Stratified sampling technique was used to collect the data. The study makes use of quantitative analytics to test the hypothesis. A positivist approach was adopted for the study as it follows a well-defined structure for the topic under study. Correlation, Regression and sobel’s test for mediation analysis was used in the research to study the relation among the variables. Findings: The study finds the effect of occupational stress on engagement of employees in NGOs and this relationship is mediated by four constructs (relationship management, social management, self-awareness and self-management) of Emotional intelligence. The study concludes that more the level of occupational stress, lower the engagement of employees. This study also finds that relationship between occupational stress and reduced employee engagement is lowered in employees having high level of emotional intelligence. Results also found to be consistent with conservation of resource theory. Limitations/Future Research: The current study is limited to the middle level management; future research can be further extended to all levels in the organization. Employee engagement as a single outcome off occupational stress is analyzed other outcomes may be explored in future researches. Implications: This study contributes to the literature of occupational stress and its outcome in the shape of engagement with an individuality of how emotional intelligence mediates this relationship. The study supports the results of the growing scholarly work on the phenomenon. Practical implications: This research provides insight for organizations, management and for individuals to incorporate emotional intelligence effectively to deal with the stress without being depleted. Additionally, recommendations are provided for the NGOs to enhance the organizational performance through employee engagement and emotional intelligence. Originality/Value: This research explored and analyzed relationship of occupational stress and engagement and emotional intelligence in a different dimension. Further the non-governmental organization remains largely unexplored in this area.

Effect Of Leadership Style and Employee Engagement on Employee Performance At Bank BJB Branch of South Tangerang City

2020 ◽  
Vol 1 (1) ◽  
pp. 55-69
Author(s):  
Siti Aas Asyiah ◽  
Bambang Dwi Hartono
Keyword(s):  
Path Analysis ◽  
Organizational Performance ◽  
Employee Engagement ◽  
Direct Effect ◽  
Leadership Style ◽  
Employee Performance ◽  
Sampling Technique ◽  
Measurement Tool ◽  
Path Coefficient ◽  
Increase Productivity

The objective of this study is to analyze the effect of leadership style and employee engagement on employee performance at Bank BJB branch of South Tangerang.  The method used is descriptive quantitative, survey, with questionnaire, and with the technique of path analysis. Sampling technique used was purposive sampling. Data obtained using a measurement tool in the form of a questionnaire was processed using SPSS 25, to know the effect of each variable. Data analysis methods used, partial regression analysis and multiple regression combined with path analysis to further clarify the relationship between variables. The results of this study showed that there is: negative and insignificant direct effect between Leadership Style variable on Employee Performance, obtained path coefficient of 0.258 with a significance of t of 0.595. The positive and significant direct effect between the Leadership Style variable on the Employee Engagement variable, obtained a path coefficient of 0.505 with a significance T of 0.000. The effectiveness of the leadership style of a leader depends on factors of organizational culture, authority possessed, goals, ability to influence, both formal and informal. Attachment or involvement of subordinates influences very significantly on organizational performance, and good performance is a performance that follows procedures according to established standards, and with several criteria in order to increase productivity therefore it is expected to run in accordance with what is desired..

scholarly journals HR Practices and Organizational Performance: What Role Does Employee Satisfaction Play?

2021 ◽  
Vol 10 (1) ◽  
pp. 375-386
Author(s):  
SHAHZAD NASIM ◽  
MUSARRAT SHAMSHIR ◽  
SAMINA SABIR
Keyword(s):  
Organizational Performance ◽  
Employee Engagement ◽  
Employee Satisfaction ◽  
Banking Industry ◽  
Primary Data ◽  
Research Approach ◽  
Best Interest ◽  
Bottom Line ◽  
Hr Practices ◽  
The Impact

Maintaining employee safety and satisfaction can result in increased sales, lower costs, and a stronger bottom line. Employees often support the company's mission and work hard to help it achieve its goals when they believe the company has its best interest at heart. Hence, the study aims to examine the role of employee satisfaction between HR practices and organizational performance. A quantitative research methodology and a deductive research approach are used to assess the relationship between variables. HR practices, such as selection, training, compensation, performance evaluation, and employee engagement, were used as independent variables, and their effect on organizational performance, the dependent variable, was measured, with employee satisfaction as a mediating variable. The primary data was obtained from Pakistani bank employees using a 5-point Likert scale questionnaire, and the data was analyzed using smart PLS. According to the results of this study, HR practices are found to be substantially and positively linked to organizational success. In the present study organizational performance and employee satisfaction and have been assessed as unidirectional measures in the context of the impact of HR practices on the performance of the banking industry. In the future, the addition of secondary data will add value to the findings of the present study. The study's findings would also act as effective guidance for other organizations in terms of the value of HR practices that result in profit maximization. Keywords: HR Practices, Banking Industry, Employee Job Satisfaction, and Organizational Performance.

scholarly journals Impact Of Employee Engagement On Organisational Performance: Systematic Review of 2014-2019

2020 ◽  
Vol 1 (1) ◽  
pp. 1-6
Author(s):  
Saba Anwar ◽  
Rabiya Tawab ◽  
KInza ◽  
Abdul Sami
Keyword(s):  
Systematic Review ◽  
Organizational Performance ◽  
Employee Engagement ◽  
Academic Research ◽  
Well Being ◽  
Organizational Outcomes ◽  
Google Scholar ◽  
Performance Review ◽  
Productive Area ◽  
The Impact

Firm’s performance has been well affected by engagement of the employees with their work. An employee who is engaged with his work is one who is taking interest in the work of the organization and showing some sort of initiatives in the benefits of the organization. There are total 17 articles were published from 2014 to 2019 and all of these are presented in this paper for systematic review on “impact of employee engagement on Organizational performance”. These articles revealed the existence of positive linkage between employee engagement with work and Organizational performance. As the total organizational outcomes while individual well-being is, doing the welfare of individual employee can be defined as Organizational Performance. Review of 17 articles from Google scholar interpret that interest in the topic of employee engagement with their work and the impact of it has increased potentially during the last few years and remains a productive area for the academic research in the coming years. We have found 17 articles purely related to our variables from Google Scholar. Systematic review of articles shows methodology of the articles, journals name in which the articles are published also survey type of the articles. Study of the articles could help in providing a proper guideline to implement the practical application in regard to increase employee engagement.

scholarly journals Impact of Informal Groups on Organisational Performance

2018 ◽  
Vol 6 (09) ◽  
Author(s):  
Dr. Cross Ogohi Daniel
Keyword(s):  
Organizational Performance ◽  
Significant Relationship ◽  
Employee Performance ◽  
Sampling Technique ◽  
Construction Firms ◽  
Construction Companies ◽  
Group Interest ◽  
Self Confidence ◽  
The Impact ◽  
Informal Groups

The purpose of this study is to investigate the impact of informal groups on organizational performance. Informal groups are a very powerful social network which are constructed in response to and through actions of their members, informal groupings when viewed on the degree of their being informal, creates a managerial burden informally for managers who require additional competences to manage their activities. Informal groups exist to achieve group interest which may not necessarily be in tandem with the overall goals of the organization. The aim of this study is to identify why employees engage in informal groups. A survey research design was adopted and copies of questionnaire were administered on 319 employees of the selected construction companies, using disproportionate stratified sampling technique. The data collected were analyzed using Pearson product moment correlation. The questionnaire was validated using content validity. The reliability of the questionnaire was confirmed by determining the correlation coefficient of the data collected at two different periods. The study discovered informal groups has a significant effect on employee performance, there is a significant relationship between informal groups and their characteristics, there is a significant relationship between informal groups and self-confidence in Nigerian construction firms and Informal groups has significant influence on organizational performance in Nigeria

scholarly journals Impact of Capacity Building and Managerial Support on Employees’ Performance: The Moderating Role of Employees’ Retention

SAGE Open ◽  
2019 ◽  
Vol 9 (3) ◽  
pp. 215824401985995
Author(s):  
Muhammad Wassem ◽  
Sajjad Ahmad Baig ◽  
Muhammad Abrar ◽  
Muhammad Hashim ◽  
Muhammad Zia-Ur-Rehman ◽  
...  
Keyword(s):  
Organizational Performance ◽  
Capacity Building ◽  
Textile Industry ◽  
Employee Retention ◽  
Employee Performance ◽  
Sampling Technique ◽  
Middle Level ◽  
Managerial Support ◽  
The Impact

The purpose of this study is to investigate the effects of capacity building and managers’ support on employee performance in the textile industry. Moreover, this article also investigates the moderating effect exerted by employee retention on the effects of capacity building and managers’ support on employee performance. Data were collected through a convenience sampling technique. A self-administered questionnaire survey was conducted for data collection. Two hundred copies of questionnaires were distributed, and data were collected from the lower to middle-level employees who are working in the textile sector of Pakistan. SPSS 23 and SmartPLS-3 software were used for analysis. The results indicate that capacity building has a positive and significant impact on employee performance. In contrast, managerial support has an insignificant impact on employees’ performance. However, the impact of capacity building and managerial support on employee performance is positive and significantly moderated by employee retention. The results of this study will motivate owners/policymakers to invest in capacity building to enhance their organizational performance/productivity.

Decision-making participation eulogizes probability of behavioral output; job satisfaction, and employee performance (evidence from professionals having low and high levels of perceived organizational support)

2018 ◽  
Vol 14 (3) ◽  
pp. 321-339 ◽  
Author(s):  
Imran Ahmed Shahzad ◽  
Muhammad Farrukh ◽  
Nagina Kanwal ◽  
Ali Sakib
Keyword(s):  
Job Satisfaction ◽  
Decision Making ◽  
Social Exchange ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Employee Performance ◽  
Well Being ◽  
Employee Perception ◽  
Content Type ◽  
The Impact

Purpose The purpose of this paper is to test social exchange in the presence of perception about organizational support theory. Design/methodology/approach Data have been collected through a questionnaire survey at a primary level and were analyzed primarily by smartPLS. Findings Results show that all relationships among study variables are highly responsive to the perception about organizational support. Nonmonetary rewards create reciprocity of employee performance (EP), but their magnitudes get affected where practioners need to pay specific attention on employee perception about organizational discretionary arrangements. Research limitations/implications The sample size for this study was taken only 10 percent from the top ten banking organizations and these organizations were selected from three big cities only including two provincial capitals. Purposive/judgmental sampling technique is being used for the data collection purpose. As moving out from these cities earning opportunities, langue and behaviors are different; so, the results cannot be generalized to the entire country and other industries. Practical implications All managers who are intended and assigned for the increase in overall firms’ performances can achieve their targets and goals by focusing on decision-making participation (DMP) through job satisfaction. Further to this, in order to increase the strength of exchange relationship where firms can introduce DMP to increase employees’ performance, perception about organizational support (if it is to be focused) to its workers well-being can yield and induce employees to perform more. Originality/value This study ensures researchers not to forget to check the impact of perceived organizational support during a discussion on social exchange and more specifically nonmonetary part of the exchange. This study suggests the way to increase employee outcomes is by focusing on the employee perception about the organizational care about them and involving them in DMP which does not involve any monetary benefits and ultimately managers and organizations can concentrate on these points to have the overall increase in EP, while keeping themselves in limited or available budgets/resources.

Quota Women Are Threatening to Men

2017 ◽  
Vol 76 (3) ◽  
pp. 107-116 ◽  
Author(s):  
Klea Faniko ◽  
Till Burckhardt ◽  
Oriane Sarrasin ◽  
Fabio Lorenzi-Cioldi ◽  
Siri Øyslebø Sørensen ◽  
...  
Keyword(s):  
Decision Making ◽  
Organizational Performance ◽  
Gender Stereotypes ◽  
Perceived Threat ◽  
Preferential Treatment ◽  
Public Sector Employees ◽  
Different Types ◽  
Low Levels ◽  
Women In Decision Making ◽  
The Impact

Abstract. Two studies carried out among Albanian public-sector employees examined the impact of different types of affirmative action policies (AAPs) on (counter)stereotypical perceptions of women in decision-making positions. Study 1 (N = 178) revealed that participants – especially women – perceived women in decision-making positions as more masculine (i.e., agentic) than feminine (i.e., communal). Study 2 (N = 239) showed that different types of AA had different effects on the attribution of gender stereotypes to AAP beneficiaries: Women benefiting from a quota policy were perceived as being more communal than agentic, while those benefiting from weak preferential treatment were perceived as being more agentic than communal. Furthermore, we examined how the belief that AAPs threaten men’s access to decision-making positions influenced the attribution of these traits to AAP beneficiaries. The results showed that men who reported high levels of perceived threat, as compared to men who reported low levels of perceived threat, attributed more communal than agentic traits to the beneficiaries of quotas. These findings suggest that AAPs may have created a backlash against its beneficiaries by emphasizing gender-stereotypical or counterstereotypical traits. Thus, the framing of AAPs, for instance, as a matter of enhancing organizational performance, in the process of policy making and implementation, may be a crucial tool to countering potential backlash.

scholarly journals Perceptions of midwives on shortage and retention of staff at a public hospital in Tshwane District

Curationis ◽  
2019 ◽  
Vol 42 (1) ◽  
Author(s):  
Mosehle S. Matlala ◽  
Thanyani G. Lumadi
Keyword(s):  
Decision Making ◽  
Design Method ◽  
Quality Care ◽  
Sampling Technique ◽  
The Status ◽  
Generic Qualitative ◽  
Tertiary Hospitals ◽  
Decision Making Processes ◽  
Group Interviews ◽  
The Impact

Background: Midwifery is the backbone of women and child healthcare. The shortage of staff in maternity units is a crisis faced by many countries worldwide, including South Africa.Objectives: This study aims to explore the perceptions of midwives on the shortage and retention of staff at a public institution.Method: The study was conducted at one of the tertiary hospitals in Tshwane District, Gauteng Province. A total of 11 midwives were interviewed through face-to-face and focus group interviews. An explorative, descriptive generic qualitative design method was followed, and a non-probability, purposive sampling technique was used. Thematic coding analysis was followed for analysing data.Results: The impact of shortage of midwives was reported to be directly related to poor provision of quality care as a result of increased workload, leading to low morale and burnout. The compromised autonomy of midwives in the high obstetrics dependency units devalues the status of midwives.Conclusion: Midwives are passionate about their job, despite the hurdles related to their day-to-day work environment. They are demoralised by chronic shortage of staff and feel overworked. Staff involvement in decision-making processes is a motivational factor for midwives to stay in the profession. The midwives need to be in the centre of the decision-making processes related to their profession. The revision of the scope of practice and classification of midwifery profession away from general nursing complex by the South African Nursing Council (SANC) could place midwifery in its rightful status.

scholarly journals Lessons Learned From an Early Hotspot During the COVID-19 Pandemic

2021 ◽  
pp. 000313482199475
Author(s):  
Brett M. Chapman ◽  
George M. Fuhrman
Keyword(s):  
Decision Making ◽  
Surgical Education ◽  
Clinical Care ◽  
Well Being ◽  
Educational Environment ◽  
Lessons Learned ◽  
Residency Programs ◽  
Surgical Residency ◽  
The Impact

The Covid-19 pandemic has provided challenges for surgical residency programs demanding fluid decision making focused on providing care for our patients, maintaining an educational environment, and protecting the well-being of our residents. This brief report summarizes the impact of the impact on our residency programs clinical care and education. We have identified opportunities to improve our program using videoconferencing, managing recruitment, and maintaining a satisfactory caseload to ensure the highest possible quality of surgical education.

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