Enhancing different elements of job engagement

Purpose Firms are able to significantly boost performance when employees are highly engaged in their work. A strong emphasis on the different forms of organizational justice can help enhance each of the physical, cognitive and emotional dimensions of job engagement. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Firms are able to significantly boost performance when employees are highly engaged in their work. A strong emphasis on the different forms of organizational justice can help enhance each of the physical, cognitive and emotional dimensions of job engagement. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Economic Individualism and Job Engagement: Examining the Roles of Work Motivation and Growth Need Strength

Economic individualism—involving a belief that the individual should be in control of his/her own economic decisions and an increased emphasis on competition and achievement—is becoming more prominent in several areas of the world, but little is known about the implications of this characteristic for employee attitudes and behavior. Our study investigated the impact of economic individualism on job engagement. More specifically, the research developed and examined a model involving work motivation as a mediator and growth need strength as a moderator. Employees (N = 235, 58.3% male, 33.6% 20–29 years old, 53.2% with a bachelor’s degree) from several companies in South Korea completed survey measures of economic individualism, job engagement, work motivation, and growth need strength. Findings supported work motivation as a mediator and indicated that the indirect effect through work motivation was significant at high levels of growth need strength although not at low levels. These findings provide new insights regarding the individual-level engagement implications of economic individualism and when and why these implications hold, as prior research on economic individualism has focused on the organizational and societal levels.

Job Engagement Levels Across the Generations at Work

For more than a decade, low levels of employee engagement have consistently been reported by the press and consultant community. A recurring chorus has emerged from this pattern of reporting: not only are less than 30% of employees fully engaged in their work, but this statistic is even lower among the fastest growing segment of the workforce – Millennials. But is the engagement level of Millennials really as low as reported? Are Millennials more likely to be actively disengaged than their older coworkers? This chapter takes a fresh look at these questions. A series of field studies were conducted to determine if there are indeed large differences in the level of engagement between the generations. The research conclusions in this chapter are at odds with the often-cited reports of low employee engagement. The reason for this variance is discussed and actionable solutions for facilitating high levels of employee engagement across a generation-diverse workforce are offered.

THE IMPACT OF JOB ENGAGEMENT ON EMPLOYEE PERFORMANCE WITHIN THE MEDICAL SECTOR IN ZIMBABWE

The issue of job engagement has been central around the performance of employees as evidenced by the negotiations which have been aimed to serve as an impetus vehicle to seek attention for engagement. The process of engaging employees is vital for any organisation to succeed but it appears employees within the Zimbabwean medical sector feel neglected. The issue of job engagement has led to a standoff within the health sector. The study adopted the positivism research philosophy and the case study research design. The sample size was 140 respondents drawn from a population of 180 respondents and a structured questionnaire was adopted as the main research instrument. Findings revealed there is a positive relationship between Job characteristics and job engagement. Findings revealed also that there is a positive relationship between rewards & recognition and job engagement. Recommendations are that the medical sector should as a matter of urgency review its rewards systems to all of its employees to enhance job engagement and organisational performance.