scholarly journals Does Job Satisfaction and Employee Commitment pave way for Employee Engagement in IT Sector

2019 ◽  
Vol 8 (2S4) ◽  
pp. 307-313
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
South India ◽  
Human Resources Management ◽  
Employee Commitment ◽  
Important Indicator ◽  
South Indian ◽  
Hygiene Factors ◽  
Strongly Agree ◽  
The Relationship

Present study is a descriptive and analytical in nature aiming to bring out the relationship of job satisfaction and employee commitment on employee engagement of the employees working in IT companies of South India. Design/Methodology/Approach: This study adopts descriptive and analytical approach it, starts with clear variables which are derived from theory and based on these variables. The data for the study was collected through the structured questionnaire. The sample for the present study was collected from the IT companies working in South India. A total 785 questionnaires were returned by the respondents, this indicating a response rate of 59 %. The questionnaire uses five point Likert type response format is used for all the measures ranging from strongly agree to strongly disagree. SPSS 21 and Microsoft excel are the statistical packages and correlation and regression are the tools used in the present study Findings: A significant relationship was found between job satisfaction and commitment with employee engagement of the employees working in IT companies of South India. If Job Satisfaction does not exist in an employee, his level of engagement would be minimal. Employee may be working to maintain hygiene factors according to Herzberg but the management won’t be able to motivate him to either enhance productivity or engage him with the organization. Commitment comes when the hygiene factors are maintained. Every employees looks forward to ensure that the employee is committed. Only then they can motivate them to be engaged. Hence, it observed that all the commitment of employees are mandatory for employee engagement Originality/value: This study provides insightful findings in understanding the role organizational competencies like job satisfaction and employee commitment play in facilitating employee engagement. This study also shows the importance of the demographic variables with employee’s engagement. In spite of the limitations of the research, the study contributed to the international human resources management by exploring the South Indian IT company’s context. The theoretical framework proposes the relationship between employee engagement, job satisfaction and employee commitment. The study has found that job satisfaction and employee commitment is correlated with employee engagement and serves as the important indicator for engaging employees.

scholarly journals Employee Engagement a Conundrum in Indian Information Technology Companies

2019 ◽  
Vol 8 (2S4) ◽  
pp. 577-580
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Employee Engagement ◽  
Leadership Style ◽  
Human Resources Management ◽  
Employee Commitment ◽  
Important Indicator ◽  
South Indian ◽  
International Human Resources ◽  
International Human Resources Management

Employee engagement is the level of employees psychological involvement towards the organization and its values. It is learnt that when an employee is engaged, the employee is aware of his responsibilities and how it impacts the organizations vision. Current study intends to study the level of employee engagement of select IT companies in India. Top 05 companies were chosen from Chennai and Bangalore on the basis of NASCOM report. Study looked into various factors and the prevailing strategies adopted by the companies that facilitated employee engagement. Variables like Organizational climate, leadership, Job satisfaction, Employee Commitment and Employee Engagement were studied. The sample data was obtained from five major IT organizations in Chennai and Bangalore region. Selected organizations mainly comprises of the Software Developer’s Team under the Self Managed Team base. From the PLS model done, the study suggest the companies that the manifest variables organizational climate, employee commitment, leadership style and job satisfaction has a good loading and contributes to employee engagement in an effective way and the companies need to concentrate on these variables to achieve employee engagement. Originality/value- This study provides insightful findings in understanding the role of organizational competencies like job satisfaction and employee commitment play in facilitating employee engagement. This study also shows the importance of the demographic variables with employee’s engagement. In spite of the limitations of the research, the study contributed to the international human resources management by exploring the South Indian IT company’s context. The theoretical framework proposes the relationship between employee engagement, job satisfaction and employee commitment. The study has found that job satisfaction and employee commitment is correlated with employee engagement and serves as the important indicator for engaging employees

scholarly journals Relationship of Leadership and Organizational Climate Indispensable Element to Facilitate Employee Engagement

2019 ◽  
Vol 8 (2S4) ◽  
pp. 429-434
Keyword(s):  
Transformational Leadership ◽  
Organizational Climate ◽  
Employee Engagement ◽  
Leadership Style ◽  
South India ◽  
Working Environment ◽  
Important Indicator ◽  
Transformational Leadership Style ◽  
Relationship Of ◽  
The Relationship

Purpose – Present study is a descriptive and analytical in nature aiming to bring out the relationship of leadership and organizational climate on employee engagement of the employees working in IT companies of South India. Design/Methodology/Approach- This study adopts descriptive and analytical approach it, starts with clear variables which are derived from theory and based on these variables. The data for the study was collected through the structured questionnaire. The sample for the present study was collected from the IT companies working in South India. A total 785 questionnaires were returned by the respondents, this indicating a response rate of 59 %. The questionnaire uses five point Likert type response format is used for all the measures ranging from strongly agree to strongly disagree. SPSS 21 and Microsoft excel are the statistical packages and Independent correlation and regression are the tools used in the present study Findings- A significant relationship was found between leadership and organizational climate with employee engagement of the employees working in IT companies of South India. It further shows that when there is a conducive working environment prevailing in the organization the employees feel a sense of conducive climate which makes them feel good about the organization and motivates them to work. Further, along with climate transformational leadership style facilitates in grooming the employees according to organizations vision. Hence, it’s observed that these factors facilitate in enhancing employee engagement. Employees with skills and potentials are more preferring transformational leadership style. Employees with potentials always aspire to grow along with the organization. Hence, leadership style plays a vital role in engaging the employees. Originality/value- This study provides insightful findings in understanding the role organizational competencies like leadership and organizational climate play in facilitating employee engagement. This study also shows the importance of the demographic variables with employee’s engagement. In spite of the limitations of the research, the study contributed to the international human resources management by exploring the South Indian IT company’s context. The theoretical framework proposes the relationship between employee engagement, organizational climate and leadership style. The study has found that organizational climate and transformational leadership is correlated with employee engagement and serves as the important indicator for engaging employees.

scholarly journals Exploring the relationship between corporate social responsibility actions and employee retention: A human resource management perspective

2021 ◽  
pp. 1-13
Author(s):  
Hajar Boutmaghzoute ◽  
Karim Moustaghfir
Keyword(s):  
Job Satisfaction ◽  
Organizational Identification ◽  
Employee Retention ◽  
Employee Commitment ◽  
Theoretical Framework ◽  
Theoretical Research ◽  
Future Research ◽  
Behavioral Factors ◽  
The Relationship

BACKGROUND: This study builds on the little guidance in the existing literature to analyze the relationship between employee-oriented CSR actions and employee retention in a business context, while using Freeman stakeholders’ model as a theoretical research framework. This research also aims to shed light on significant behavioral factors facilitating the relationship between CSR endeavors and turnover rate. OBJECTIVE: This paper builds on the existing research gap in the literature and suggests that behavioral factors, including job satisfaction, organizational identification, and motivation facilitate the relationship between employee-oriented CSR actions and employee retention, which contributes to laying the foundations of a theoretical framework that has the potential to advance both theoretical and practitioner debates and disentangle the complexity of such a relationship, while offering strategically-focused development venues in CSR and HRM fields. METHODS: This research uses a single case study design to ensure an in-depth and detailed analysis of the phenomenon under scrutiny, while relying on a triangulation methodology for data collection, including a questionnaire used as exploratory approach, interviews to generate explanatory data, and archival data to bring confirmatory insights. Data analysis followed the procedures of a deductive approach. RESULTS: The research results show a positive relationship between employee-oriented CSR actions and employee retention, while demonstrating the facilitating role of job satisfaction, organizational identification, and motivation in moderating such a relationship. The findings also stress the importance of framing CSR interventions within the organization’s strategy and goals, while ensuring employee participation in such decision making processes to maximize the effect of CSR interventions on employee commitment and reduce turnover. CONCLUSIONS: This research has the potential to better clarify the nature of the relationship involving CSR interventions, from an employee perspective, retention, and turnover, while laying the foundations of a theoretical framework linking such constructs and other behavioral factors that underpin and support such a relationship. Building on the study’s findings and assumptions, future research is needed to gain a more comprehensive understanding of how HR-related CSR actions affect behavioral performance dimensions, resulting in employee commitment and retention. Future research should also consider multiple case study, multicultural, and ethnographic approaches for the sake of generalizability and theory building.

scholarly journals An Analysis of the Relationship Between Job Satisfaction and Employee Engagement

2017 ◽  
Vol 55 (2) ◽  
pp. 243-262 ◽  
Author(s):  
Anton Vorina ◽  
Miro Simonič ◽  
Maria Vlasova
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Business Performance ◽  
Modern World ◽  
P Value ◽  
Significance Level ◽  
The Public ◽  
Significant Difference ◽  
And Gender ◽  
The Relationship

AbstractThis paper examines the relationship between employee engagement and job satisfaction. People spend most of their time at work, and their motivation is considered to be an important factor for job performance. Enthusiastic employees, who focus their efforts on achieving their companies′ goals are a key competitive advantage in the modern world. The effect of employee engagement on business performance has been studied by various experts. They found out the similar conclusion: “the more enthusiastic the workers are, the better operating results they achieve for the company”. An occasional sample of 594 respondents who are employed in the public and non-public sector in Slovenia was used for the purpose of this study. The main goal of the research is to determine whether (and how) the employee engagement influences job satisfaction. A written survey was conducted from 4 January 2016 to 14 March 2016. IBM SPSS 20 was used for the statistical analysis. The results confirm that the relationship between employee engagement and job satisfaction is positive and statistically significant (5 % significance level), based on the linear regression F (1, 583) =296.14, p-value = 0.000, R-square = 0.337. The results also show that there is no statistically significant difference between employee engagement and gender and there is no statistically significant difference between job satisfaction and gender.

Are Transformational Leaders a Double-Edged Sword? Impact of Transformational Leadership on Sport Employee Commitment and Job Satisfaction

2012 ◽  
Vol 7 (4) ◽  
pp. 661-676 ◽  
Author(s):  
Seungmo Kim ◽  
Marshall Magnusen ◽  
Damon Andrew ◽  
Jennifer Stoll
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Employee Commitment ◽  
Transformational Leaders ◽  
Athletic Department ◽  
Individual Level ◽  
Employee Job Satisfaction ◽  
Mediated Effects ◽  
The Relationship ◽  
Satisfaction Relationship

Few areas have received more frequent scholarly attention in the business literature than leadership. However, insufficient attention had been paid to the study of leadership in a sport context. Therefore, this study examined the direct effects of transformational leadership on sport employee job satisfaction and levels of commitment (to the athletic department and athletic director). Also examined were the mediated effects of both commitment foci on the relationship between transformational leadership and job satisfaction. Participants included 325 athletic department employees in a NCAA BCS football conference. Through CFA and SEM, the direct and mediated effects of transformational leadership on sport employee commitment and job satisfaction were explored. Limited support was found for a direct effect of transformational leadership on job satisfaction. However, the results indicated support for transformational leadership directly influencing organizational- and individual-level commitment. Commitment to the athletic department also mediated the transformational leadership-job satisfaction relationship.

Religious Gifting and Inland Commerce in Seventeenth-Century South India

1987 ◽  
Vol 46 (2) ◽  
pp. 361-379 ◽  
Author(s):  
David West Rudner
Keyword(s):  
Seventeenth Century ◽  
Small Groups ◽  
South India ◽  
Close Association ◽  
Commercial Activity ◽  
South Indian ◽  
European Trade ◽  
The Relationship ◽  
Commercial Expansion ◽  
Transactional Models

AbstractsMost accounts of South Indian commerce in the seventeenth century depend on European documents and focus on Indo-European trade along the Malabar and Coromandel coasts. This article makes use of indigenous documents to analyze the way a caste of itinerant salt traders, the Nakarattars, combined worship and commerce in the interior of Tamil-speaking South India. It focuses on Nakarattar activities in the seventeenth century before they had achieved power under their better-known name, Nattukottai Chettiars, and at a time when their commercial expansion was just getting under way and when the close association of this expansion with rituals of religious gifting was already apparent. The two main purposes of the article are to illuminate the ritual dimension of commercial activity in precolonial South India and to enrich current transactional models of the relationship between temples and small groups in South India by incorporating a mercantile perspective.

Occupational pension scheme: an innovative tool in HRM

2016 ◽  
Vol 14 (2) ◽  
pp. 106-129
Author(s):  
Lucia Garcés-Galdeano ◽  
Carmen García-Olaverri ◽  
Emilio Huerta
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Human Resources Management ◽  
Social Benefits ◽  
Pension Scheme ◽  
Occupational Pension ◽  
Content Type ◽  
Resources Management ◽  
Levene Test ◽  
The Relationship

Purpose This paper aims to recognize whether occupational pension scheme (OPS) is offered in a varied set of measures intended to design a coherent human resources management of people. Second, the authors will study the relationship of these OPS with job satisfaction and job change. The interest of this ultimate goal lies in the relationship between job satisfaction and employee motivation, commitment and loyalty. Design/methodology/approach Statistical methodology is carried out from three approaches. First, a descriptive analysis to define what type of companies are offering these OPS and what positions are occupying the OPS beneficiaries. Second, an exploratory analysis is conducted to establish associations between variables. The authors use the X2 tests with contingency tables and ANOVA of one and two factors. In all cases, the requirement of homoscedasticities is checked through Levene test. Third, the authors conduct a joint analysis between the studied variables. Multiple correspondence analysis is used to analyze the association between certain characteristics of the firm and the fact to offer OPS and other social benefits. Finally, to assess the potential impact of OPS on the decision to change the job, the authors conduct a binary logistic regression analysis, in which the authors used control variables of certain characteristics of the individual and the company. Findings Companies who develop the most innovative human resources management policies offering more training, more social benefits and incentives, are also most likely to implement OPS. The OPS beneficiaries have higher levels of satisfaction and are less likely to change the job, regardless of the position held and salary. Originality/value To the extent that the future is perceived as more uncertain, the savings will be more oriented toward prevision. OPS can be a saving instrument with broad appeal for business and workers. And of course, it can be a tool of differentiation in the recruitment policy, which attract workers to the company over other competitors which do not offer this kind of benefits.

scholarly journals The Role of Mediation on Work Practices and Employee Involvement

2021 ◽  
Vol 11 (2) ◽  
pp. 177-188
Author(s):  
Nuzulul Fatimah ◽  
Nauman Tahir ◽  
Muhammad Ali Ahmad ◽  
Amna Batool ◽  
Arbab Gul ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Banking Sector ◽  
Employee Performance ◽  
Practical Implication ◽  
Mediating Effect ◽  
Work Practices ◽  
Employee Job Satisfaction ◽  
Performance Satisfaction ◽  
The Relationship

Organizations face many challenges regarding employee engagement and employee job satisfaction. To increase the level of employee job satisfaction, HIWP must be implemented in order to have an impact on employee performance satisfaction. The purpose of this study was to examine the relationship between high-involvement work practices (HIWP) and job satisfaction with the mediating effect of employee engagement; HIWPs consist of four main attributes: (a) power (b) information (c) reward (d) knowledge. This study investigates the relationship between the three variables. Here, convenience sampling was used and data were collected through questionnaires from 185 organizational respondents in the banking sector. Regression analysis was used to test the hypothesis and Andrew F. Hayes model 4 was used to examine the mediating effect. The results showed that there was a significant relationship between the mediating variables and the effect of employee engagement. This study expands on HIWP employment and job satisfaction. The practical implication of this research is to measure the level of job satisfaction of employees by using HIWP can be implemented for managers and employees.

scholarly journals The Influence of Work-Life Balance, Servant Leadership, and Reward to Employee Engagement with Job Satisfaction as Mediator

2021 ◽  
Vol 12 (4) ◽  
pp. 1511-1529
Author(s):  
Andyan Pradipta Utama, Et. al.
Keyword(s):  
Job Satisfaction ◽  
Servant Leadership ◽  
Hypothesis Testing ◽  
Employee Engagement ◽  
Work Life ◽  
Structural Relationship ◽  
Work Life Balance ◽  
Life Balance ◽  
Relationship Of ◽  
The Relationship

The purpose of this research is to test the influence of work and personal balance, servant leadership, the reward of employee engagement with job satisfaction variables as mediators. The type of research used is explanatory research with a quantitative approach. The research hypothesis is a theoretical model consisting of the influence of work-life balance, servant leadership, and reward with mediator job satisfaction that can be used to predict and explain the emee engagement (FIT) with empirical data. The research respondent is the employee of Bank X in Bandung as much as 205 employees while the method of measuring data using a work-life balance scale, servant leadership and reward as an exogenous with a mediator job satisfaction to the employee engagement as endogenous with RMSEA 0.049. Data analysis using structural equation model (SEM) by using linear structural model (LISREL) version 8.72. Hypothesis testing structural relations included 5 variables fit, has the meaning the model matched (FIT) with field data. Hypothesis testing the structural relationship variables of the work-life balance, servant leadership, and reward simultaneously were able to describe the KK variable by 0.80 or 80%, while the relationship of job satisfaction against employee engagement 0.42 or 42%. The model accepted and the statement about the relationship of a variety of variables used is valid as a construct and can be inferred as the structural relationship.

scholarly journals Union Membership as a Moderator in the Relationship Between Living Wage, Job Satisfaction and Employee Engagement

2021 ◽  
Author(s):  
M. J. Maleka ◽  
C. M. Schultz ◽  
L. van Hoek ◽  
L. Paul-Dachapalli ◽  
S. C. Ragadu
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Union Membership ◽  
Quantitative Research ◽  
Research Approach ◽  
Living Wage ◽  
Trade Union Movement ◽  
Union Movement ◽  
Living Wages ◽  
The Relationship

AbstractIn many developing countries, lower-level employees are working in workplaces that pay them poverty wages. The need for workers to earn a living wage has long been argued, both within the trade union movement, employers and society, along with the link with job satisfaction and employee engagement. The present study aims to explore the relationship between living wage, job satisfaction and employee engagement, as well as union membership as a moderator in these relationships. A quantitative research approach was employed in this study, and Loess curves were used to graphically predict the relationship between study variables. There were significant relationships between a living wage, job satisfaction and employee engagement. The results indicated that the relationships between the variables were cubic and not linear. Union membership was the moderator in the relationship between living wages and employee involvement. Union membership moderated the cubic relationship between living wages and employee engagement. Union membership also moderated the cubic relationship between living wages and job satisfaction.

Sign in / Sign up

Export Citation Format

Share Document