scholarly journals HOW TO AUGMENT TASK AND CONTEXTUAL PERFORMANCE THROUGH EMPLOYEE ENGAGEMENT

2016 ◽  
Vol 12 (2) ◽  
Author(s):  
Bilal Khalid
Keyword(s):  
Employee Engagement ◽  
Practical Implication ◽  
Contextual Performance ◽  
Middle Level ◽  
The Other ◽  
Manufacturing Organizations ◽  
Service Oriented ◽  
And Performance ◽  
Telecom Sector ◽  
The Impact

Objective: The basic aim of the present study is to examine the impact of vigor and dedication on task as well as on contextual performance of employees in telecom sector of Pakistan. Human asset play their role as backbone in the organization, that’s why organizations in current era focusing on their development and engagement at workplace. Methodology: The present study based on 230 respondents (middle level managers) from private telecom organizations of Islamabad/Rawalpindi. Findings: results of the study show that vigor and dedication positively and significantly affect task and contextual performance of employees. Practical Implication: The present study is beneficial for the management of the Telecom sector within Islamabad/Rawalpindi as well as for other relevant settings. The future study should take into account the other dimensions of engagement and performance, replication of this study in other settings (service oriented / manufacturing organizations) are also recommended.

scholarly journals SOCIO-CULTURAL FACTORS AND INTERNATIONAL COMPETITIVENESS

2015 ◽  
Vol 13 (2) ◽  
pp. 276-291 ◽  
Author(s):  
Madara Apsalone ◽  
Ērika Šumilo
Keyword(s):  
Economic Development ◽  
External Environment ◽  
International Competitiveness ◽  
Cultural Factors ◽  
The Other ◽  
Small Open Economies ◽  
Performance Orientation ◽  
Innovation Capacity ◽  
And Performance ◽  
The Impact

Socio-cultural factors – shared values, norms and attitudes are significant, but less acknowledged sources of international competitiveness. Previous studies have found socio-cultural factors positively affecting various aspects of international competitiveness – entrepreneurship, innovation, productivity and international cooperation. These factors are more sustainable and less affected by external environment changes in comparison with the traditional factors. Socio-cultural factors provide an opportunity to develop competitiveness strategies based on unique advantages. This research aims to explore the impact of socio-cultural factors on international competiveness in small, open economies. Analysing relationship between 400 socio-cultural indicators and competitiveness indicators such as productivity, economic development, business and government efficiency, innovation capacity and infrastructure in 37 countries, six socio-cultural factors have emerged: Collectivism and Hierarchy; Future, Cooperation and Performance Orientation, Self-expression, Monochronism and Rationality, Economic Orientation and Social structure. The first factor – Collectivism and Hierarchy – tends to reduce the international competitiveness; the other five affect it positively.

The impact of the work-family conflict on employee engagement, performance, and turnover intention

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Neuza Ribeiro ◽  
Daniel Gomes ◽  
Ana Rita Oliveira ◽  
Ana Suzete Dias Semedo
Keyword(s):  
Employee Engagement ◽  
Family Conflict ◽  
Turnover Intention ◽  
Mediating Effect ◽  
Work Family Conflict ◽  
Content Type ◽  
And Performance ◽  
Work Family ◽  
The Impact ◽  
The Relationship

Purpose The incompatibility between the sphere of work and the family is a reality that plagues many workers today. The difficult articulation of these two domains leads to the experience of the phenomenon called work–family conflict (WFC). This paper aims to assess the impact that WFC may have on employee engagement and performance, as well as on their turnover intention. It is also intended to test the mediating effect of engagement on the relationship between WFC and performance, and between WFC and the turnover intention. Design/methodology/approach One hundred and sixty-seven employees from various Portuguese organizations were surveyed. Respondents reported their perceptions of own WFC, engagement, performance and turnover intention. Findings The results revealed that employees who feel a higher WFC have lower levels of engagement and greater intention to leave the organization. The WFC showed no relation to performance. Engagement takes on the mediating role in the relationship between WFC and the turnover intention. Practical implications The relevance of this study is related to the implications that it may bring to companies in the context of implementing work–family balance strategies to reduce the referred conflict. Originality/value This study contributes to WFC literature by attempting to integrate in the same model four concepts in a single study to provide a model that depicts the chain of effects between WFC, engagement, individual performance and turnover intention, which has never been done in the Portuguese context.

The Impact of Perceived Organizational Support on Employee Engagement

2021 ◽  
Vol 12 (2) ◽  
pp. 35-52
Author(s):  
Priyanka Sihag
Keyword(s):  
Employee Engagement ◽  
Organizational Support ◽  
Structural Equation ◽  
Online Survey ◽  
Perceived Organizational Support ◽  
Middle Level ◽  
Work Behavior ◽  
Equation Modeling ◽  
It Professionals ◽  
The Impact

In the current challenging and competitive environment, the perceived support from the organization has a large impact on employee perception, attitude, work behavior, and employee return to the organization. The present study investigates whether perceived organizational support (POS) contribute to the level of employee engagement (EE) for middle level IT professionals in Indian context. Four hundred twenty samples (i.e., IT professionals working at middle level) were collected from different IT industry located in India by using online survey questionnaires. The data collected was further analyzed using regression analysis, factor analysis, reliability and validity analysis, SEM (structural equation modeling), and model fit indices analysis. Results of all analyses revealed a positive and strong relationship between POS and EE. Furthermore, a fit model was explored between POS and EE with their factors. This study would assist practitioners of human resources and organizational development in improving the positive attitude and commitment towards the work of employees.

Patronage and Performance: Factors in the Political Mobility of Provincial Leaders in Post-Deng China

2012 ◽  
Vol 212 ◽  
pp. 965-981 ◽  
Author(s):  
Eun Kyong Choi
Keyword(s):  
Economic Performance ◽  
Career Mobility ◽  
The Other ◽  
The Political ◽  
Performance Factors ◽  
Other Hand ◽  
And Performance ◽  
The Impact

AbstractThis paper attempts to estimate the impact of both factional ties and economic performance on the promotion of provincial Party secretaries and governors by analysing a person–year dataset of their career mobility for inclusive years 1989 to 2009. We found that for provincial Party secretaries whose promotion meant rising to a top national position, both factional ties and good economic performance increased their chance for promotion. On the other hand, for provincial governors whose promotion meant rising to a ministry-level position, only economic performance mattered for their promotion. Among provincial Party secretaries, the extent to which performance affected the likelihood of promotion was not different between factional members and non-members. This suggests that even factional members needed to show good performance to enhance the likelihood of their promotion.

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.

scholarly journals 4G Adoption in India : An Extended TAM Model

2019 ◽  
Vol 8 (4) ◽  
pp. 2576-2579
Keyword(s):  
Structural Equation Modeling ◽  
Structural Equation ◽  
Practical Implication ◽  
Ease Of Use ◽  
Perceived Usefulness ◽  
The Other ◽  
Equation Modeling ◽  
Perceived Ease Of Use ◽  
Tam Model ◽  
Telecom Sector

The research focuses on 4G adoption scenario and revealing the important determinants that influence consumer’s decision regarding adopting 4G services in India. The determinants used in this research are Perceived Cos(PC), Perceived ease of use(PEOU), Social influence(SI), Self-efficacy(SE) and Perceived usefulness(PU). The study extended the TAM model by considering the other variables .371 respondents was chosen for the study using 4G telecom services in India. Hypothesis were tested using Structural Equation modeling (SEM). PUand SE are the significant determinants of 4G adoption. Many countries are formulating their marketing strategy regarding technology adoption and the model tested in the research plays has a practical implication in helping the stakeholders in the present revolution in the telecom sector.

scholarly journals Human Resource Development and Employee Engagement in Nepalese Commercial Banks

2019 ◽  
Vol 4 (2) ◽  
pp. 21-34
Author(s):  
Kishor Hakuduwal
Keyword(s):  
Career Development ◽  
Performance Management ◽  
Human Resource Development ◽  
Employee Engagement ◽  
Human Resource ◽  
Commercial Banks ◽  
Resource Development ◽  
Training And Development ◽  
And Performance ◽  
The Impact

The objective of the present study is to analyse the impact of human resource development on employee engagement in Nepalese commercial banks by taking three human resource development components of training and development, career development and performance management as independent variables, and employee engagement as a dependent variable. Using the random sampling, 384 employees were selected, and a questionnaire survey was carried out to collect data. Using F-test and t-test, the study found that the training and development, career development and performance management have significant impact on employee engagement in Nepalese commercial banks. The study also revealed that male employees have more emphasis on performance management but female employees have more emphasis on training and development. Likewise, the employees up to the officer level have also more emphasis on performance management but the employees below officer level have more emphasis on training and development.

Performance management to enhance employee engagement for corporate sustainability

2016 ◽  
Vol 8 (1) ◽  
pp. 84-102 ◽  
Author(s):  
Molraudee Saratun
Keyword(s):  
Performance Management ◽  
Employee Engagement ◽  
Practical Implication ◽  
Corporate Sustainability ◽  
Performance Outcomes ◽  
Future Research ◽  
Content Type ◽  
Psychological Conditions ◽  
Contextual Elements ◽  
And Performance

Purpose – The purpose of this paper is to examine literature in order to explore the reasons why performance management (PM) positively affects employee engagement (EE) as well as how PM should be conducted to achieve EE. It also provides future research suggestions. Design/methodology/approach – Derived from substantial literature review, approaches describing how three PM processes (performance agreement, on-going feedback, and performance evaluation) can enhance EE are discussed. Findings – Throughout the three PM processes, the following should be applied to foster EE: employee development facilitation and support, employee involvement, trust, and justice. In order to have a PM system achieve EE, the broad context and culture of organizations may have to change to be sustainability oriented. Research limitations/implications – Future research can test possible associations between a set of integrated PM activities and Kahn’s (1990) concept of three psychological conditions (meaningfulness, availability, and safety), leading to EE, and eventually sustainable corporate performance outcomes. Research examining associations between particular preceding sustainable contextual elements and PM, leading to engagement, also deserves attention. Practical implications – One practical implication of this paper is that it may provide possible guidance to managers seeking to engage their employees when managing their performance, and increase awareness of potential constraints created by non-sustainable contextual elements. Originality/value – This paper fulfills a need to explore how PM can be conducted to achieve EE, which is still scarce in current literature and research. The paper offers a holistic perspective that sustainable contexts in organizations are also needed, if PM to engage employees will flourish.

scholarly journals Ownership governance and performance in Spanish-Moroccan joint ventures

2013 ◽  
Vol 16 (3) ◽  
pp. 231-243 ◽  
Author(s):  
Maria Victoria Lopez-Perez ◽  
Maria Carmen Perez-Lopez ◽  
Lazaro Rodriguez-Ariza
Keyword(s):  
Joint Ventures ◽  
Positive Influence ◽  
Management Team ◽  
International Joint Ventures ◽  
The Other ◽  
International Joint ◽  
Form Part ◽  
And Performance ◽  
The Impact ◽  
Different Levels

This paper analyses the impact of ownership on performance by SMEs formed as Spanish-Moroccan international joint ventures (IJVs). In such SMEs, the functions and persons involved at different levels of governance – ownership, board and managers – often overlap. The results obtained from 210 SMEs suggest that owners often exert control by participating in the other mechanisms of governance. Their participation as members of the board has a positive influence on performance and thus the success of the IJV, but when owners form part of the management team (a less frequent situation), the influence on performance is negative and not significant. Participation by owners in the management team is not associated with the IJV’s performance.

scholarly journals The Impact of a Technology Ban on Students’ Perceptions and Performance in Introduction to Psychology

2018 ◽  
Vol 46 (1) ◽  
pp. 47-54 ◽  
Author(s):  
Thomas G. Hutcheon ◽  
Aileen Lian ◽  
Anna Richard
Keyword(s):  
Student Engagement ◽  
Liberal Arts ◽  
Liberal Arts College ◽  
The Other ◽  
Final Grade ◽  
Personal Technology ◽  
And Performance ◽  
Grade Performance ◽  
The Impact

To test the impact of the implementation of technology bans on students’ experience within a course, we collected data from four sections of Introduction to Psychology at a small liberal arts college in the northeast. In two sections, students were banned from using personal technology devices during lecture. In the other two sections, students were permitted to use personal technology devices freely during lecture. We found a significant reduction in student engagement but not in reported interest in psychology or perceived professor–student rapport for students in the technology-ban condition relative to students in the technology-permitted condition. In contrast to previous studies, we found no difference in final grade performance across condition. Although further research is needed, these results suggest that instructors should consider the composition of students in their course prior to implementing a technology ban in the classroom.

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