scholarly journals Employee Engagement: Guiding Principles for new Entrepreneur

2019 ◽  
Vol 8 (3) ◽  
pp. 3469-3473
Keyword(s):  
Best Practices ◽  
Employee Engagement ◽  
Employee Satisfaction ◽  
Employee Retention ◽  
Secondary Data ◽  
Satisfaction Survey ◽  
Modern Business ◽  
Emotional Commitment ◽  
Guiding Principles ◽  
Similar Domain

Employee engagement is the need for modern business; it goes beyond employee satisfaction. It is an emotional commitment by employees towards their company. It has a direct influence on efficiency, productivity, employee retention, and the company’s profitability. Employee surveys are the most commonly used method to gather wide-ranging information from the employees about how satisfied and how engaged they are. Some of them also support in defining action plans to increase employee engagement results. However, it is a reactive measure to define and act on corrective actions, based employee satisfaction survey. In this research, I would like to study all secondary data available/accessible for different business domains in India and develop the guiding principles for new entrepreneurs. This will consist of tried, tested, and successful best practices from other companies of a similar domain.

scholarly journals Servant Leadership Style and High-Performance Work System Practices: Pathway to a Sustainable Jordanian Airline Industry

2019 ◽  
Vol 11 (22) ◽  
pp. 6191 ◽  
Author(s):  
Rawan Alafeshat ◽  
Cem Tanova
Keyword(s):  
Servant Leadership ◽  
Organizational Performance ◽  
Employee Engagement ◽  
Airline Industry ◽  
Employee Satisfaction ◽  
Employee Retention ◽  
High Performance ◽  
Time Lag ◽  
Equation Modeling ◽  
Full Time

The purpose of this study is to examine how servant leadership (SL) and high-performance work systems (HPWS) practices enable organizational performance, as shown by employee retention and employee satisfaction. Data was obtained from 300 full time employees in a private airline company in Jordan. The data was collected in three rounds, each separated by one-week time-lag. Structural equation modeling was used to test the proposed relationships and revealed that both servant leadership and HPWS practices were positively linked with employee satisfaction and retention, which were used as indicators of organizational sustainability. In order to understand how servant leadership and HPWS influence employee satisfaction and retention, we investigated the mediating role of employee engagement and discovered that it serves as a critical mechanism. The study affirmed that, in line with studies carried out in the west, servant leadership is also an effective leadership characteristic in the context of Jordan. Furthermore, the study helps to clarify the reason that servant leadership and HPWS lead to positive outcomes, due to the fact that these improve the engagement of employees. Thus, we understand that the increases in employee retention and satisfaction are due to the enhanced engagement of employees, and we show that engagement can be improved both by servant leadership and the application of HPWS in organizations. Consequently, the effectiveness and sustainability of the airline companies in Jordan will need to focus on primarily improving employee engagement.

scholarly journals Servant Leadership Impact on Organizational Performance: The Mediating Role of Employee Engagement

2019 ◽  
Vol 9 (3) ◽  
pp. 85
Author(s):  
Rawan Alafeshat ◽  
Farida Aboud
Keyword(s):  
Servant Leadership ◽  
Organizational Performance ◽  
Employee Engagement ◽  
Employee Satisfaction ◽  
Structural Equation ◽  
Employee Retention ◽  
Equation Modeling ◽  
Mediating Role ◽  
Leadership Impact

The current study, which purposed to examine the mediating role of Employee Engagement (EE) in the relationship of Servant Leadership (SL) with the Organizational Performance (OP), was carried out in Jordan. The researchers distributed a questionnaire to 277 participants working in the private airline sector. The study’s findings showed that SL was positively linked with Employee Satisfaction (ES) and Employee Retention (ER) as indicators for OP. Finally; the findings indicated that EE partially mediates the relationships of SL with employee satisfaction and employee retention. The current research is the first empirical study of the airline sector in Jordan. It is also the first to focus on EE as a mediator of the effect of SL and employee retention using Structural Equation Modeling (SEM) for analyzing the data collected from employees working in the airline sector.

scholarly journals EMPLOYER BRANDING LITERATURE REVIEW

2021 ◽  
Vol 1 (2) ◽  
pp. 105
Author(s):  
Rajesh Prettypal Singh
Keyword(s):  
Literature Review ◽  
Competitive Advantage ◽  
Employee Engagement ◽  
Employee Satisfaction ◽  
Employee Retention ◽  
Business Environment ◽  
Employer Branding

<p>The concept of employer branding has attracted many researchers’ attention in the recent years. In today’s business environment, employer branding becomes one important source of competitive advantage that creates value for all companies. Organizations have identified employer branding as an important tool for attracting and retaining a talented workforce. The aim of this study is to get an understanding of employer branding on a broader spectrum and to examine employee engagement, employee retention, and employee satisfaction as the outcomes of employer branding. The paper focused by clarifying the definitions and the outcomes of employer branding.</p>

scholarly journals IMPLICATIONS OF YOUTH WORKFORCE ON EMPLOYEE ENGAGEMENT IN THE INSURANCE SECTOR

2022 ◽  
Vol 7 (1) ◽  
pp. 1-7
Author(s):  
Ben Kajwang
Keyword(s):  
Leadership Development ◽  
Employee Engagement ◽  
Employee Retention ◽  
Low Cost ◽  
Field Research ◽  
Secondary Data ◽  
Working Environment ◽  
Unique Contribution ◽  
Insurance Sector ◽  
Desk Research

Purpose: Youth are considered as the most active age bracket in the working environment hence their impact in organizations such as the insurance sector cannot be ignored. The objective of this study is to discuss and analyze the implications of the youth workforce on employee engagement in the insurance sector. The purpose of this study is to help the readers understand the importance of youth workforce and their impact in the insurance sector once the youth are involved in favorable employee engagement practices. Methodology: The study adopted a desktop methodology. Desk research refers to secondary data or that which can be collected without fieldwork. Desk research is basically involved in collecting data from existing resources hence it is often considered a low cost technique as compared to field research, as the main cost is involved in executive’s time, telephone charges and directories. Thus, the study relied on already published studies, reports and statistics. This secondary data was easily accessed through the online journals and library Findings: The study found out that some of the implications of youth workforce on employee engagement are; adaptability to change, improved customer experience and satisfaction, employee retention, talent management, leadership development and improving the company’s brand and image. Unique contribution to theory, practice and policy: It therefore recommended that the insurance sectors should come up with the best strategies for employee retention of the youth workforce since they play a vital role in influencing the consumer behaviors. The insurance sectors should embrace youth marketing since it is one of the best advertising techniques that has led to increase in productivity and profitability of companies and customer satisfaction.

Employee Engagement Dan Stress Kerja Pengaruhnya Terhadap Kepuasan Kerja Dan Turnover Intention di Aman Villas Nusa Dua – Bali

2020 ◽  
Vol 2 (1) ◽  
pp. 60-79
Author(s):  
Wayan Arya Paramarta ◽  
Ni Putu Kurnia Darmayanti
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Work Stress ◽  
Turnover Intention ◽  
Secondary Data ◽  
Qualitative And Quantitative ◽  
Library Research ◽  
Analysis Technique ◽  
Negative Effect ◽  
Positive Effect

The aims of this study was to explain the effect of employee engagement and work stress on job satisfaction and turnover intention at Aman Villas Nusa Dua-Bali. The type of data used in this study is qualitative and quantitative data, with data sources namely primary and secondary data. Data collection method is interview, distributing questionnaires to respondents and library research, while the data analysis technique used Smart PLS 3.2.8. The results of this study showed that employee engagement had a positive effect and significant on job satisfaction, work stress had a negative effect but not significant on job satisfaction, employee engagement had a negative effect and significant on turnover intention, work stress had a positive effect and significant on turnover intention, job satisfaction had a negative effect but not significant on turnover intention, employee engagement had a positive effect but not significant on turnover intention trough job satisfaction, work stress had a positive effect but not significant on turnover intention trough job satisfaction at Aman Villas Nusa Dua-Bali.

Contemporary Employee Recruitment Practices and Areas of Future Research in Indian Railways

Think India ◽  
2019 ◽  
Vol 22 (2) ◽  
pp. 745-763
Author(s):  
Akhila Rao ◽  
Shailashri V. T ◽  
Molly Sanjay Chaudhuri ◽  
Kondru Sudheer Kumar
Keyword(s):  
Selection Process ◽  
Secondary Data ◽  
Manpower Planning ◽  
Future Research ◽  
Technological Advancement ◽  
Employee Recruitment ◽  
Recruitment Practices ◽  
Modern Business ◽  
The Government ◽  
Recruitment And Selection

The modern business milieu is highly competitive due to vast technological advancement which makes employees a vital source of competitive advantage. Precisely, the recruitment process has become a key determinant of an organization’s success and a logistic capital resource to the human resource; thus, the process should be entirely modern. A conventional recruitment and selection process comprises of job analysis, manpower planning, and recruitment and selection. The current study seeks to explore employee recruitment practices and proposes areas of future research in Indian Railways using secondary data. It also gives recommendations on how to improve the recruitment practices in the government-owned Indian Railways. The trends investigated in the study include the applicant tracking software (ATS), use of video resumes, Chatbots, the utilization of social networks, and increased focus on passive candidates.

scholarly journals The Effect Of Milenial Generation Characteristics Of Job Satisfaction Relations And Employee Engagement

2020 ◽  
Vol 1 (4) ◽  
pp. 239-248
Author(s):  
Alfatih Sikki Manggabarani ◽  
Faisal Marzuki ◽  
Mahendro
Keyword(s):  
Employee Engagement ◽  
Random Sampling ◽  
Employee Satisfaction ◽  
Sampling Methods ◽  
Simple Random Sampling ◽  
Partial Least Square ◽  
Least Square ◽  
Analysis Method ◽  
Partial Least Square Analysis ◽  
Analysis Technique

This research is a quantitative study that aims to determine the Millennial Generation Characteristics of Employee Engagement. The population in this study The study was conducted by taking samples of Millennials who are actively working at Micro Finance companies with a total of 150 respondents. The sample size was taken as many as 150 respondents, with probability sampling methods especially simple random sampling. Data collection was carried out through questionnaires. The analysis technique used is the PLS (Partial Least Square) analysis method. The results of this study indicate that the value of R- Square (R2) Employee Engagement is 0.786 and Employee Satisfaction is 0.647 thus indicating that the contribution of Grit, Worklife Balance, and Jon Resources variables to Employee Engagement and Employee Satisfaction are 0.786 or 78.6% and 0.647 or 64.7%. And the rest is influenced by other factors not examined.

scholarly journals Regional Development of Rural Tourism: The Case of the Gorska Hrvatska Region

2020 ◽  
Vol 66 (2) ◽  
pp. 28-41
Author(s):  
Nina Baković
Keyword(s):  
Best Practices ◽  
Rural Areas ◽  
Sustainable Tourism ◽  
Secondary Data ◽  
Tourism Industry ◽  
Rural Tourism ◽  
Primary Data ◽  
Governmental Organizations ◽  
Non Governmental Organizations ◽  
Practical Recommendations

AbstractAn approach to sustainable tourism through clusters is considered an appropriate strategy in less-developed rural areas of tourist-oriented countries, such as Croatia. This paper clarifies the key challenges of the development of tourism clusters in the region of Gorska Hrvatska and provides new data for an approach to sustainable rural tourism development. Using available secondary data from governmental bodies, non-governmental organizations, protected areas of Gorska Hrvatska, and primary data of the Lika Destination Cluster, the paper explores the key challenges of developing a cluster of tourism and selective forms of tourism. Most tourism clusters in Croatia have remained in the first phase of development for years, even though this approach has failed to to achieve significant results. The key benefits of networking and branding in rural areas are identified and defined, but these potentials are still largely underutilized. The objective of this study is to provide practical recommendations to the Croatian tourism industry on how to learn from the suggested best practices and how to implement them effectively. For that purpose, the case of sustainable tourism located in the Gorska Hrvatska region, called the Lika Destination Cluster is analyzed.

scholarly journals TOWARDS ELIMINATING DISCRIMINATORY EMPLOYMENT PRACTICES IN NIGERIAN ORGANISATIONS

2020 ◽  
Vol 2 (1) ◽  
pp. 75-86
Author(s):  
Dumebi Anthony IDEH ◽  
Okwy Peter OKPALA ◽  
Christopher Odogwu CHIDI
Keyword(s):  
Best Practices ◽  
National Development ◽  
Secondary Data ◽  
Personal Characteristics ◽  
Training And Development ◽  
Employment Practices ◽  
Employment Decisions ◽  
High Prevalence ◽  
Recruitment And Selection ◽  
Work Arrangement

Equality and non-discriminatory employment practices are rooted in the principle that all employment decisions should be based on individuals’ ability to do a job, regardless of their personal characteristics that are not related to the requirements for job performance. Thus, this study highlights some of the discriminatory employment practices prevalent in Nigerian workplaces. The study is based on review and analysis of both primary and secondary data. The results revealed different forms of discriminatory employment practices among Nigerian organisations. It noted that, discriminations occur in Nigerian workplaces during restructuring and retrenchment, in managing compensation and promotion, training and development, maternity protection, recruitment and selection, use of agency work arrangement and in the design of work environment. The study concludes that there is high prevalence of discriminatory employment practices in Nigerian organisations. It is therefore, recommended that, in line with international best practices, Nigerian organisations/employers cum the Ministry of Labour and Employment should ensure that discriminatory employment practices are reduced to the barest minimum if not completely eliminated in Nigerian workplaces if sustainable organisational performance and national development are to be achieved.

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