What Factors May Influence Employee Engagement

 

Introduction

The meaning of engagement can be defined as an act of engaging or state of being engaged. Many experts do not agree on when consider an organization and /or how it can be achieved. There is no common fit for all solution, but success can be reached when if one recognizes the consequence of engagement and moves beyond the specified rules (Agarwal, 2016 ).Employee engagement is an attractive situation. It has an organizational purpose, signifies participation, commitment, passion, enthusiasm, dedicated effort and energy, also it has both behavioral and attitudinal elements ( Macey and Schneider ,2008 ).May et al. (2004) explained ‘engagement as an antecedent to job involvement as engagement is a state of involvement that implies a positive and relatively complete state of engagement of core aspects of self in the job’.

As explained by Robinson (2006), employee engagement can be achieved through the creation of an organizational environment where encouraging positive emotions by improving organizational performance, reducing employee turnover and better standard of health.

Saks (2006) defined Employee Engagement in different way and gave a difference between two types of engagement such as job engagement and organization engagement. Further he explained both job engagement and organization engagement are different in terms of employee experiences and concerns. The reason behind that is both serve different purposes and share different relationship

Per the research done by Harvard Business Review also emphasized that employee engagement is becoming the most important Human resource operation among many organizations. Further based on the research, it was recognized that 71% of the people have the judgment that employee engagement is very crucial for an organization. Further it was also realized that this influences positively in reducing recruiting and retention cost. It helps to improve the organization growth, influences the productivity and efficiency. In addition, a study conducted involving 17 multinational organization came to a conclusion that 80% of engaged employees are more productive and less likely to leave the company in a short stay ( Hui et al.,2007)

Job designing is most important factor when enhancing the engagement ( Armstrong, 2014). ‘People come to work for pay but get engaged at work because the work they do is meaningful ‘(Macey et al.2009 ).

 

References

 

·       Armstrong , M , &  Taylor,S 2014 , Armstrong’s Handbook Human Resource Management Practice, 13 edn,Kogan Page

·       Agarwal, S.2016 ,Factors Influencing Employee Engagement : A Study of Diverse Workforce , Article no 19 , International Management Institute New Delhi ( India )

·       Hui, C., Wong, A., & Tjosvold, D. ,2007, “Turnover intention and performance in China: The role of positive affectivity, Chinese values, perceived organizational support and constructive controversy”, Journal of Occupational and Organizational Psychology, 80(4), pp. 735-751

·       Macey, W. H., & Schneider, B. ,2008, “The meaning of employee engagement,” Industrial and Organizational Psychology, 1, pp. 3-30.

·       Macey, W H, Schneider, B, Barbera, K M and Young, S A ,2009, Employee Engagement, Malden, MA, Wiley-Blackwell

·       Robinson, I. (2006), Human Resource Management in Organisations. London, CIPD.

·       Saks, A.M. ,2006 „Antecedents and consequences of employee engagement‟, Journal of Managerial Psychology, 21(6), pp. 600-619.