scholarly journals Employee Engagement among IT Employees during COVID-19

2021 ◽  
Vol 9 (5) ◽  
pp. 1-1
Author(s):  
Swathi Jampala
Keyword(s):  
Employee Engagement ◽  
It Employees

Effect of Career Determinants on Employee Engagement in the Indian IT Sector

2021 ◽  
Vol 12 (4) ◽  
pp. 18-30
Author(s):  
Karlapudi Thriveni Kumari
Keyword(s):  
Employee Engagement ◽  
Descriptive Statistics ◽  
It Industry ◽  
Male And Female ◽  
Interaction Models ◽  
It Employees ◽  
Gender And It ◽  
The Relationship

For sustainability of the Indian IT industry, there is a need to focus on career determinants that affect employee engagement. This study provides a framework to understand career determinants affecting employee engagement in the Indian IT sector that can lead towards successful and sustainable organisations. The data is accumulated from 272 techies employed in various IT companies across the country. By applying descriptive statistics, correlation, multi-regression, and interaction models, the study is developed. In the study, career determinants such as benefits, promotion satisfaction, career autonomy, and level of responsibility affect employee engagement. Moreover, the relationship is moderated by gender, and it varies between male and female IT employees. Therefore, for sustainability of the IT industry in India, there is a need to focus on career determinants that increase employee engagement.

scholarly journals Studi Persepsi Meningkatkan Kinerja Pegawai dengan Employee Engagement dan Iklim Organisasi

2019 ◽  
Vol 4 (1) ◽  
pp. 58-67
Author(s):  
Tania Lustanti ◽  
Syamsul Hadi Senen ◽  
Masharyono Masharyono
Keyword(s):  
Organizational Climate ◽  
Organizational Performance ◽  
Employee Engagement ◽  
Numerical Study ◽  
Employee Performance ◽  
Public Organization ◽  
Organizational Goals ◽  
Roles And Responsibilities ◽  
It Employees ◽  
Linear Regression Technique

Abstract: The success of achieving organizational goals is largely determined by the roles and responsibilities of employees in it. Employees are required to be able to support and be involved in every activity to achieve goals in the organization. The inability of employees to do work optimally will cause problems in employee performance. Employee performance can affect an organizational performance which has an impact on the realization of the organizational goal. This article provides a numerical study of 1) the effect of employee engagement on performance, and 2) the effect of organizational climate on performance. This research employed verificative study through an explanatory survey using sampling amounting to 84 employees in public organization as respondents through questionnaires. The data were analyzed by using multiple linear regression technique through Statistical Product for Service Solutions (SPSS) 24.0 for windows. The results of the research indicate that the 1) employee engagement has an effect on performance by 49% or in the moderate category, 2) organizational climate has an effect on performance by 76,6% or in the strong category. This result indicated that higher employee engagement will be higher performance, as well as the organizational climate, the better the climate in the organization will be the higher employee performance and vice versa. 

scholarly journals The Effect of Employee Engagement on Organizational Performance Via the Mediating Role of Job Satisfaction: The Case of IT Employees in Jordanian Banking Sector

2018 ◽  
Vol 12 (6) ◽  
pp. 17 ◽  
Author(s):  
Mahmoud Al-dalahmeh ◽  
Ra’ed Masa’deh ◽  
Rana Khaled Abu Khalaf ◽  
Bader Yousef Obeidat
Keyword(s):  
Job Satisfaction ◽  
Organizational Performance ◽  
Employee Engagement ◽  
Quantitative Research ◽  
Banking Sector ◽  
Future Research ◽  
Mediating Role ◽  
It Employees ◽  
It Departments

This study sought to investigate the effect of IT employees' engagement on organizational performance through the mediating role of job satisfaction for IT employees within the IT Departments in Jordanian banking sector. Quantitative research design and regression analysis were applied on a total of 429 valid returns that were obtained in a questionnaire based survey. The results showed that IT employee engagement significantly affected organizational performance and three of its dimensions, vigor, absorption, and dedication contributed significantly to organizational performance. The results also showed that IT employee engagement positively and significantly affected job satisfaction, where vigor had the most contribution. In addition, it was found that job satisfaction significantly and positively affected organizational performance. Furthermore, job satisfaction only partially mediated the association between IT employee engagement and organizational performance. This study implies that IT departments in Jordanian banking should try their best to promote and facilitate IT employees' engagement and satisfaction in an effort to improve their performance, which will eventually yield positive results for the bank as a whole. In light of these results, the research presented many recommendations for future research, the most important ones were the application of this study in other sectors, cultures, and countries, the exploration of the moderating role of job satisfaction instead of mediating role, and the use of other sampling techniques.

Investigating the impact of knowledge sharing system on workplace deviance: a moderated mediated process model in Indian IT sector

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Pooja Malik ◽  
Parul Malik
Keyword(s):  
Knowledge Sharing ◽  
Employee Engagement ◽  
Process Model ◽  
Workplace Deviance ◽  
Perceived Knowledge ◽  
Content Type ◽  
It Employees ◽  
The Impact ◽  
Moderating Role

Purpose This study aims to ascertain the impact of perceived knowledge sharing systems on destructive and constructive deviance through employee engagement. Also, this study explores the moderating role of perceived organizational support (POS). Design/methodology/approach Data were collected from 403 entry-level IT employees. Structural equation modeling and PROCESS macro by Preacher and Hayes were used to examine the proposed hypotheses. Findings Results specified a significant impact of perceived knowledge sharing systems on employee engagement, which in turn, exhibited a negative relationship with a destructive and positive relationship with constructive deviance, respectively. Results revealed that employee engagement significantly mediated the relationship between perceived knowledge sharing systems and destructive and constructive deviance. Concerning moderating role of POS, it was found that at a high level of POS, the effect of knowledge sharing systems on employee engagement was significant in a positive direction and reached its highest level. Finally, for moderated mediation, results only supported the indirect effects of knowledge sharing systems on destructive deviance through employee engagement at different levels of POS. Research limitations/implications This study infers that IT organizations must implement measures to enhance employee engagement and POS by investing in embedded knowledge sharing systems. This will not only cater to the customized needs of employees but will also reduce destructive deviance and stimulate constructive deviance. Originality/value Given a few studies integrating workplace deviance, this is the first study that proposes an integrated process model to overcome destructive and stimulate constructive deviance among IT employees by assessing the role of knowledge sharing systems as an antecedent, employee engagement as a mediator and POS as a moderating variable.

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