scholarly journals Role of Employee Engagement on Compensation System and Employee Performance Relationship among Telecommunication Service Providers in Bangladesh

2018 ◽  
Vol 8 (3) ◽  
pp. 19
Author(s):  
Abu Shams Mohammad Mahmudul Hoque ◽  
Zainudin Bin Awang ◽  
Benazir Ahmed Siddiqui ◽  
Malam Salihu Sabiu
Keyword(s):  
Performance Appraisal ◽  
Employee Engagement ◽  
Organizational Citizenship Behavior ◽  
Management Practices ◽  
Service Providers ◽  
Employee Performance ◽  
Compensation System ◽  
Citizenship Behavior ◽  
Telecommunication Service ◽  
The Impact

Past studies endorsed that there is a quite number of factors have been considered as the influencing factors of employee performance in an organization. Some of these are selection, training and development, performance appraisal, promotion, job design, security, and satisfaction, compensation system, employee commitment, personality, emotional intelligence, organizational citizenship behavior among others. While several studies considered investigating the influence of human resource management practices on employee performance in different context such as America, Africa and Europe, but very little attention have given in South-Asian countries like Bangladesh.  Hence, this manuscript attempted to investigate the impact of compensation system on employee performance using quantitative analysis. To do so, survey was conducted as well as perceptions of 200 employees working in telecommunication service providers in Bangladesh were obtained to analyze the relationships. The data is analyzed and hypotheses were tested by using IBM-SPSS-AMOS package 25.0. The study found that employee engagement partially mediates the relationship between compensation system and employee performance by the data of this study. This research indorsed that there is a candid need to implement better compensation system by the entrepreneurs which will ensure better employee performance in line with consistent growth of firms as well as Bangladeshi GDP.

scholarly journals Training, Performance Appraisal and Compensation Moderating Impact on the Relationship of Employee Engagement and Organizational Citizenship Behavior

2021 ◽  
Vol 6 (1) ◽  
pp. 217-229
Author(s):  
Dr. Hazrat Bilal ◽  
Dr. Naveed Farooq ◽  
Muhammad Waseem ◽  
Sher Ali
Keyword(s):  
Private Sector ◽  
Performance Appraisal ◽  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Appraisal System ◽  
Training Compensation ◽  
And Performance ◽  
The Impact

The purpose of this paper is to pinpoint the impact of Employee Engagement on Organizational Citizenship Behavior. It also studies the moderating effect of training, compensation and performance appraisal on EE and OCB connection. A survey design was incorporated to select employees from Universities owned by private sector. The causal relationship was checked by regression and hierarchal multiple regression analysis was applied for the centralized impact of moderating variable on EE and OCB relationship. A total of 281 questionnaires were circulated among respondents and 266 valid responses were received back.On the basis of statistical analysis it was found that employee engagement was a good predictor and has a significant impact on OCB. However, the moderating variables training, compensation and performance appraisal were also having a significant impact on the link of employee engagement and OCB. It is recommended that the managers must focus on employees training, compensation and proper appraisal system to further nourish the citizenship behavior of employee in order to promote the organization objectives. The scope of the present research is limited to private sector universities;therefore, in future a relative study of both private and public sector universities may be carried out by considering both administrative and teaching faculty.

scholarly journals Examining The Relationship Between Human Resource Managemnt Practices And Organizational Citizenship Behavior For Environment Among Administrative Staff In A Thailand University

2019 ◽  
Vol 11 (2-2) ◽  
Author(s):  
Lubna Niyomdecha ◽  
Khulida Kirana Yahya
Keyword(s):  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Significant Relationship ◽  
Management Practices ◽  
Training And Development ◽  
Citizenship Behavior ◽  
Human Resource Management Practices

This study examines the influence of three human resource management practices which are training and development, performance appraisal, and compensation and benefit on organizational citizenship behavior for environment (OCBE) among administrative staffs at Prince of Songkla University (PSU, Hatyai campus. A total of 231 administrative staffs participated in this study. Regression analysis was performed to test the research hypothesis. The results revealed that the two dimensions of human resource management practices which are performance appraisal and compensation and benefit did not have significant relationship with organizational citizenship behavior for environment (OCBE). However, training and development was found to have positive significant relationship with organizational citizenship behavior for environment (OCBE)

Why employee engagement matters? Evidences from Delhi Metro Rail Corporation in India

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Vijay Kumar Shrotryia ◽  
Kirti Saroha ◽  
Upasana Dhanda
Keyword(s):  
Employee Engagement ◽  
Organizational Citizenship Behavior ◽  
Emotional Experience ◽  
Primary Data ◽  
Citizenship Behavior ◽  
Data Set ◽  
Action Orientation ◽  
Content Type ◽  
The Impact ◽  
The Relationship

PurposeThe purpose of this paper is to shed light on the relationship between organizational commitment (OC) and organizational citizenship behavior (OCB) as mediated by employee engagement (EE). The impact of different facets of OC (affective, continuance and normative) and EE (alignment, affectiveness and action-orientation) is examined with respect to OCB.Design/methodology/approachInsights from the literature underpin the hypotheses on how EE mediates the relationship between OC and OCB. Primary data using survey questionnaire were collected from 881 permanent employees of Delhi Metro Rail Corporation (DMRC) in India. Hayes' model 4 has been used for the mediation analysis.FindingsThe analyses show that only one facet of OC- affective commitment and the alignment and action-orientation dimensions of EE positively affect OCB. The relationship between OC and OCB is fully mediated by EE.Practical implicationsThe results imply that engaging employees is pivotal for effectively fostering citizenship behavior among employees. Organizations should be willing to implement strategies and interventions which enhance the emotional experience of employees to foster a sense of belongingness with the organization and engage them.Originality/valueThe paper draws on a unique data set of a prestigious organization in India to provide insights with substantial degree of generalizability into the relationship between OC, OCB and EE, whilst applying a comprehensive definition of these constructs. It is the first study to examine the inter-relationship among different facets of these constructs.

The Role of Organizational Citizenship Behavior as a Mediator on The Effect of Employee Engagement and Organizational Culture on Employee Perfomance in BPJS Ketenagakerjaan

2020 ◽  
Vol 8 (05) ◽  
pp. 1761-1765
Author(s):  
Aghnia Ilmi Sadida Nurzam
Keyword(s):  
Organizational Culture ◽  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Employee Performance ◽  
Citizenship Behavior ◽  
Analysis Method ◽  
The Relationship ◽  
Performance Scale

The study aims to find out and analyze the relationship between employee engagement, organizational culture, organizational citizenship behavior (OCB), and employee performance. The author administered 224 participants employee engagement scale, organizational culture scale, OCB scale, and employee performance scale in BPJS Ketenagakerjaan East Java area. The data is analyzed by path analysis method in SPSS program. The result indicated that employee engagement and organizational culture affects positive significantly on OCB. Employee engagement, organizational culture and OCB also affects positive significantly on employee performance.

Comprehensive management practices and policies performance model

2016 ◽  
Vol 116 (5) ◽  
pp. 1043-1060 ◽  
Author(s):  
Bobby Medlin ◽  
Kenneth W. Green ◽  
Alan D. Wright
Keyword(s):  
Organizational Behavior ◽  
Employee Engagement ◽  
Human Resource ◽  
Management Practices ◽  
Employee Performance ◽  
Performance Model ◽  
Content Type ◽  
Comprehensive Management ◽  
Individual Employee ◽  
The Impact

Purpose – The purpose of this paper is to assess the impact of a specific set of management practices and policies and policies (organizational behavior modification, the management principles, and the management process) on human resource outcomes and on individual employee performance. A comprehensive management practices and policies performance model is theorized and empirically assessed. Design/methodology/approach – Data collected from a sample of full-time employees working in the Southern USA are analyzed using a partial least squares/structural equation modeling methodology. Findings – Considering the direct and indirect links among the constructs the authors conclude the following: organizational behavior modification, the management principles, and the management process combine to improve organizational commitment and job satisfaction; organizational commitment and job satisfaction combine to improve employee engagement and workplace optimism; and employee engagement and workplace optimism combine to enhance individual performance. Research limitations/implications – The model tested reflects the synergy created though the implementation of the management practices and policies and policies and the impact of that synergy on human resource outcomes and individual employee performance. This is the first assessment of this comprehensive model. Replication and verification of the model are suggested. Practical implications – Practitioners are provided with a framework for assessing the synergistic impact of the management practices and policies on human resource outcomes and individual employee performance. The theorized model and results provide practicing managers with a blueprint for the systematic implementation of the management practices and policies. Originality/value – A comprehensive management practices and policies performance model is proposed and empirically assessed. The results support the proposition that implementation of the management practices and policies leads to improved human resource outcomes and individual employee performance.

scholarly journals Impact of Perceived Organizational Support on OCB in the Time of COVID-19 Pandemic in Hungary: Employee Engagement and Affective Commitment as Mediators

2021 ◽  
Vol 13 (14) ◽  
pp. 7800
Author(s):  
Ayman Alshaabani ◽  
Farheen Naz ◽  
Róbert Magda ◽  
Ildikó Rudnák
Keyword(s):  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Structural Equation ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
The Impact

The performance of the employees and productivity of each individual, in general, have been badly affected because of the COVID-19 pandemic. Organizational citizenship behavior is regarded as an interpretation of the performance of the employee which is essential to contribute more to the organization’s processes and success. Therefore, to increase the organizational effectiveness and achieve its goals, it is crucial to understand the factors affecting the organizational citizenship behavior of the employees. This study aims to examine the impact of perceived organizational support on organizational citizenship behavior with the mediating role of employee engagement and affective commitment. To collect the data for this study, a linear snowball sampling method was used, and 380 foreign employees working in different service companies in Hungary participated in the survey. Structural equation modeling (SEM) was used to test the proposed hypothesis. The results of the study revealed that perceived organizational support positively associated with organizational citizenship behavior and this relationship is also strongly mediated by employee engagement. On the other hand, employee engagement and affective commitment pose a direct positive influence on organizational citizenship behavior. This study has theoretical and practical implications as it will provide a comprehensive framework to better understand the factors influencing the organizational citizenship behavior of the employees.

scholarly journals The Role of OCB in Mediating The Effect of Employee Engagement and Organizational Commitment on Employee Performance: Contract vs Permanent Employees

2018 ◽  
Vol 6 (08) ◽  
Author(s):  
Mahmud Fatoni ◽  
Dewi Prihatini ◽  
Ika Barokah Suryaningsih
Keyword(s):  
Organizational Commitment ◽  
Employee Engagement ◽  
Direct Effect ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Employee Performance ◽  
Citizenship Behavior ◽  
Permanent Employees ◽  
Significant Direct Effect

Banking industry is one of sector that relies its employees on its quality of human capital. In facing the organizational change in the form of digitaliation, the performances of employees are really challenged.  This study seeks to test the role of Organizational Citizenship Behavior (OCB) as mediator of the effect of employee engagement and organizational commitment  on the employees performance at PT. BCA, Tbk Jember branch, Indonesia.  This study used quantitative approach. As many as 162 employees are involved as respondents. We differ them based on their employee types, those are contract and permanent employees. The analytical tool used is path analysis. We report that there is a significant indirect effect of employee engagement and organizational commitment on employees performance through OCB. The role of OCB as mediator is significant in both of effects. We also found that employee engagement and organizational commitment have a significant direct effect on employee performance, employee engagement and organizational commitment have a significant direct effect on OCB, and OCB has a significant direct impact on employee performance.

scholarly journals Impact of Transformational Leadership on Employee Performance and Organizational Citizen Behavior

2020 ◽  
Vol V (III) ◽  
pp. 109-119
Author(s):  
Fauzia Ahmed ◽  
Saubia Ramzan ◽  
Nagina Gul
Keyword(s):  
Transformational Leadership ◽  
Leadership Style ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Positive Impact ◽  
Employee Performance ◽  
Citizenship Behavior ◽  
And Performance ◽  
Relationship Of ◽  
The Impact

It has been agreed upon by the researchers that leadership style in an organization causes the quality of employee performance. Moreover, organizational citizenship behavior is also determined by the style of leadership in an organization. The question is what type of leadership style is determining these behaviors. In this study, the impact of transformational leadership on employee's task performance and citizenship behavior is studied. Transformational leadership was found to have a significant positive impact on employees OCB and performance further; it was also found out that OCB moderates the relationship of transformational leadership with employee's performance. It is concluded that there may be some incongruent behaviors or perceptions among the leader and his subordinates.

scholarly journals A study on the Relationship Between Employee Satisfaction and Employees’ Performance

2018 ◽  
Vol 2 (2) ◽  
pp. 94
Author(s):  
Ashish Ranga ◽  
Reshma Kamboj
Keyword(s):  
Performance Appraisal ◽  
Employee Engagement ◽  
Human Resource ◽  
Management Practices ◽  
Appraisal System ◽  
Psychological Feature ◽  
Area Unit ◽  
The Impact ◽  
The Relationship ◽  
A Performance

A performance appraisal (PA), to boot ascertained as a performance review, performance analysis, (career) development discussion, or employee appraisal is also a way by that the work performance of an associate employee is documented and evaluated. The Performance appraisal has been viewed by lecturers and human resource practitioners as a significant human resource management practices as a result of it yields selections that area unit crucial and integral to varied human resource actions and outcomes. Yet, an honest Performance appraisal system remains a smart challenge for managers and employees thanks to psychological feature, psychological feature and behavioral factors associated with it. Employee outcomes among the sort of labor performance, effective structure commitment and turnover intention area unit is undeniably variety of the foremost necessary issues during a corporation.The management has to be compelled to concentrate to the extent of satisfaction in performance appraisal to substantiate that employees are happy and contribute utterly to their organization throughout the tenure of their employment with the organization. This can be often very crucial to support the expansion of an organization. The aim of this paper is to specialize in the impact of performance appraisal on employee's performance and to boot trace impact of motivation issue, as a result of it affects the association of performance appraisal and employee's performance.The paper reviews the• The relationship between perceptions of performance appraisal fairness and employee engagement in the context of the business organization.• The reaction of employees to these performance assessments.

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