scholarly journals EMPLOYEES’ ENGAGEMENT AS A DETERMINANT OF NURSES’ PERFORMANCE IN LAGOS STATE PUBLIC HOSPITALS

2020 ◽  
Vol 2 (1) ◽  
pp. 87-100
Author(s):  
Adekunle Emmanuel IBIRONKE ◽  
Ibukun Olorunisola KOLAWOLE
Keyword(s):  
Employee Engagement ◽  
Supervisor Support ◽  
Public Hospitals ◽  
Sampling Techniques ◽  
Perceived Supervisor Support ◽  
Lagos State ◽  
And Performance ◽  
Main Instrument ◽  
Reward And Recognition ◽  
The Relationship

The concept and discourse on Employee Engagement is fast becoming an emergent concern in the field of human resource management and in literatures. Therefore, the purpose of the study is to investigate the relationship between Employee Engagement and Performance of Nurses in Lagos State Public Hospitals. A quantitative approach was used and data for this study were collected from two (2) selected public hospitals. The main instrument of data collection is questionnaire. The questionnaire was given to 180 nurses who were selected based on purposive sampling techniques, finally 166 (92.5%) usable responses were received that were used for further analysis. The hypothesized relationships were used using Pearson Product Moment correlation analysis. The study showed that perceived supervisor support, perceived organisation support and reward and recognition play a significant role at confirming employee engagement level in the healthcare industry. The study therefore recommends that organisations should put in place appropriate measures that can guarantee employee involvement which will in turn influence higher performance of employees.

scholarly journals Impact of Reward and Recognition, Supervisor Support on Employee Engagement

2020 ◽  
pp. 8-21
Keyword(s):  
Employee Engagement ◽  
Customer Service ◽  
Employee Turnover ◽  
Employee Satisfaction ◽  
Turnover Rate ◽  
Supervisor Support ◽  
Perceived Supervisor Support ◽  
National Bank ◽  
Reward And Recognition ◽  
The Impact

Employee engagement play a key role for the success of any organization because they provides the highest employee satisfaction , lower employee turnover rate , greater employee loyalty, better customer service, higher sales and higher profitability. The aim of this study is to examine the impact of reward and recognition and perceived supervisor support on employee engagement. The method used in research is quantities descriptive. We used questionnaire to collect data. The population in this study consisted of employees of Muslim Commercial Bank & National Bank of Pakistan. Data were collected in Multan from 108 employees but unfortunately 08 questionnaire data rejected because the data was not proper fill. The data were analyzed using through statically package for social science (SPSS Version 21).The results show that reward & recognition and supervisor support can engage employees for better performance. Hence; employee’s engagement can improve through the reward and recognition and supervisor support.

scholarly journals Impact of Perceived Supervisor Support and Rewards and Recognition Toward Performance Through Work Satisfaction and Employee Engagement in Employee Marketing Banks

2021 ◽  
Vol 21 (1) ◽  
pp. 171
Author(s):  
Rahma Kurniawan ◽  
Rina Anindita
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Structural Equation ◽  
Banking Industry ◽  
Supervisor Support ◽  
Equation Model ◽  
Main Motivation ◽  
Perceived Supervisor Support ◽  
The Relationship

<p><em>The company as an organization has a dependency on individuals within the company itself. Employees as individuals in the company are part of the organizational structure that has a major role in determining the achievement of company goals. In the perspective of employees, direct supervisors' attitudes and actions can increase employee engagement or even create an atmosphere where an employee becomes disengaged (feeling not part of the company/organization). In addition to marketing employees, rewards and recognition are generally used as the main motivation to improve their performance.</em></p><p><em>For this reason, the purpose of this study is to determine the role of perceived supervisor support, rewards, and recognition, employee engagement on performance mediated by job satisfaction. The study was conducted with a survey using a questionnaire where respondents used 170 marketing employees in the banking industry in Tangerang. Data were analyzed using Structural Equation Model (SEM). The results showed there was a relationship between rewards and recognition of employee engagement, there was a relationship between rewards and recognition of performance, there was not a relationship between perceived supervisor support for performance. Employee engagement mediates the relationship between rewards and recognition of job satisfaction. Job satisfaction mediates the relationship between employee engagement on performance.</em></p>

scholarly journals Impact of Organizational Communication Strength on Employee Engagement: The Mediating Role of Perceived Supervisor Support and Moderating Role of Organizational Trust

2021 ◽  
Vol 5 (1) ◽  
pp. 239-252
Author(s):  
DR. MUZAMMEL SHAH ◽  
DR. MUZAMMEL SHAH ◽  
DR. MUZAMMEL SHAH
Keyword(s):  
Organizational Communication ◽  
Employee Engagement ◽  
Banking Sector ◽  
Organizational Trust ◽  
Supervisor Support ◽  
Perceived Supervisor Support ◽  
Relationship Of ◽  
The Relationship ◽  
Moderating Role

Companies need employees who are passionate about their job and strive to take organization to height of glory.Owing to high competition in banking sector, it is pertinent to note that banks need to differentiate themselves from competitors. The objective of this study was to examine the relationship of organizational communication strength and employee engagement, with mediating effect of perceived supervisor support and moderating role of organizational trust. Data was collected from a sample 244 employees of banking sector who were through simple random sampling. Cronbach’s alpha was used to test the reliability of the scales used in the study. Correlation and regression analyses were used to analyze the hypothesized relationships. The findings revealed a significant positive relationship between communication strengthand employee’s engagement. Perceived supervisor support mediated the relationship ofcommunication strength and employee’s engagement. Organizational trust moderated the relationship of Perceived supervisor support and employee’s engagement. Organizations should focus on promoting a strong communication system to increase the dedication, vigor and absorption of employees.

Supportive supervisor to curtail turnover intentions: do employee engagement and work–life balance play any role?

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Raminderpreet Kaur ◽  
Gurpreet Randhawa
Keyword(s):  
Employee Engagement ◽  
Indirect Effects ◽  
Turnover Intentions ◽  
Supervisor Support ◽  
Work Life ◽  
Personal Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Content Type ◽  
Perceived Supervisor Support

PurposeThe purpose of this paper is to investigate the role of employee engagement and work–life balance in perceived supervisor support and turnover intentions relationship.Design/methodology/approachThe perception of teachers on the constructs considered has been assessed by a survey using a structured questionnaire. Data were collected from the teachers of private schools of Punjab, India, and 375 were valid number of responses. Parallel multiple mediated regression was used to estimate the direct and indirect effects of perceived supervisor support on turnover intentions mediated through employee engagement and work–life balance.FindingsThe results reveal that the effect of perceived supervisor support on turnover intentions is indirect rather than direct. On the comparison of specific indirect effects, the results demonstrate that employee engagement and two dimensions of work–life balance (work interference with personal life and work–personal life enhancement) act as mediators in the perceived supervisor support and turnover intentions relationship.Practical implicationsSchool principals need to draft teacher-friendly policies for enhancing work–life balance and employee engagement so that teachers can feel satisfied with their work and can handle work and family demands. In this way, positive perceptions associated with high engagement and work–family balance can take place, which in turn can curtail the turnover intentions of teachers.Originality/valueThe use of employee engagement and work-life balance in the relationship of perceived supervisor support and turnover intentions is unprecedented. The study also considered three different dimensions of work–life balance and tested the model in an integrative manner. Since the study is based on an Indian sample, it also adds to growing literature on turnover intentions in nonwestern countries. The results are of great value to school managements, HR managers and policymakers who are seeking to develop practices that reduce employee turnover at workplaces.

Employee engagement in non-Western contexts: The link between social resources Ubuntu and employee engagement

2021 ◽  
pp. 147059582110078
Author(s):  
Joy Tauetsile
Keyword(s):  
Employee Engagement ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Positive Association ◽  
Supervisor Support ◽  
Social Resources ◽  
Sub Saharan Africa ◽  
Management Concepts ◽  
The Relationship ◽  
Colleague Support

Underpinned by Social Exchange Theory (SET) this study examines the relationship between social resources and employee engagement using the Ubuntu construct as a mediating variable. Employee engagement conceptualized as a positive work-related mind-set has demonstrated positive association with both supervisor support and colleague support. The study uses data collected from employees in organizations in Botswana (n = 438) to assess the relationship between social resources and employee engagement using Ubuntu as a mediating variable. Using mediation analysis, findings suggest that high levels of Ubuntu enhance the strength of the relationship among supervisor support, colleague support and employee engagement. These findings open significant potential for future studies identifying the cultural peculiarities as well as managerial implications of management concepts such as employee engagement in non-western settings and underlining the importance of the Ubuntu concept in managing staff in a sub-Saharan Africa country.

When and how does perceived overqualification lead to turnover intention? A moderated mediation model

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Riya Vinayak ◽  
Jyotsna Bhatnagar ◽  
Madhushree Nanda Agarwal
Keyword(s):  
Turnover Intention ◽  
Service Sector ◽  
Turnover Intentions ◽  
Psychological Capital ◽  
Supervisor Support ◽  
Moderated Mediation ◽  
Content Type ◽  
Perceived Supervisor Support ◽  
Perceived Overqualification ◽  
The Relationship

PurposeThe study is aimed at developing and testing a theoretical model where psychological capital acts as the intervening mechanism explicating the relationship between perceived overqualification (POQ) and turnover intention. It also explores how perceived supervisor support (PSS) influences the mediating role of psychological capital in the perceived overqualification and turnover intention association.Design/methodology/approachThe authors test the model through a sample data of 314 workers employed in the Indian IT service sector. IBM SPSS and SPSS AMOS software were utilized for conducting analysis and testing the model involving first-stage moderated mediation.FindingsThe study confirms that perceptions of overqualification have a positive relationship with turnover intentions. Further, it finds that the positive association between POQ and turnover intention will be mediated by psychological capital. The results reflected that perceived supervisor support shall weaken the relationship between perceptions of overqualification and psychological capital.Originality/valueThe research is amongst the limited researches which look at the influence of psychological capital and perceived supervisor support with regards to POQ. It attempts to lay down the underlying psychological mechanism of POQ and highlight the role played by perceived supervisor support.

scholarly journals Antecedents of organizational identification: implications for employee performance

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Syeda Wajiha Kazmi ◽  
Syeda Tuba Javaid
Keyword(s):  
Employee Engagement ◽  
Organizational Identification ◽  
Employee Performance ◽  
Quality Of Education ◽  
Content Type ◽  
Perceived Supervisor Support ◽  
The University ◽  
The Impact ◽  
The Relationship

Purpose This study aims to investigate the impact of three determinants of organizational identification (OID) on employee performance (EP) in the context of private business institutions. Design/methodology/approach A sample of 175 permanent faculty members from four top universities in Karachi, Pakistan, was interviewed using a five-point Likert scale questionnaire. The data were inserted in SPSS 22 and SmartPLS v 3.2 for performing the analysis. Findings Results of the study showed a significant effect in perceived supervisor support on OID; OID; job satisfaction and EP; and mediating relationship. Conversely, an insignificant effect was observed in workplace incivility. Research limitations/implications It is highly recommended that organizations work on the areas that lead to enhancing their employees’ performance. Also, human resource should create a healthy culture that promotes initiatives, open-door policies and discourages power distance. Lastly, one of the key responsibilities of management is to strengthen their OID because employees are more likely to identify with their supervisors if they invest in the organizations they work for. Practical implications This study will help strengthen the relationship between supervisors and university employees. It will guide the supervisors to acknowledge and appreciate the efforts of their subordinates and develop recreational policies and employee engagement activities. In addition, it will help develop a conducive environment and enhance the quality of education in the university and the society. Originality/value Understanding the determinants of OID on EP in the educational context is very important as it enhances the quality of EP and the overall quality of education of the institution.

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