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1 – 10 of 181Richa Goyal, Himani Sharma and Aarti Sharma
In the organizational behaviour literature, psychological capital (psycap) has been identified as a significant variable affecting the engagement level of employees. Relying on…
Abstract
Purpose
In the organizational behaviour literature, psychological capital (psycap) has been identified as a significant variable affecting the engagement level of employees. Relying on this, this study aims to examine the association between psycap sub-constructs and employee engagement (EE) using systematic review and meta-analysis techniques.
Design/methodology/approach
The study analyzed 28 primary studies (selected through a systematic review of literature by incorporating inclusion and exclusion criteria) via meta-analysis techniques conducted using Meta-Essential Software (1.5). Along with this, the Cohen Kappa reliability test and the trim and fill technique have been applied, followed by moderator analysis.
Findings
The results of the study contribute to the extant literature in three ways. Firstly, the study confirms the positive association between psycap sub-constructs and EE. Secondly, it looks into the individual constructs of psycap and shows that hope is the primary component that influences EE, followed by optimism, efficacy and resilience. Thirdly, the country acts as a moderator between psycap and EE.
Research limitations/implications
The study’s result highlights numerous implications, suggesting that organizations should focus on bringing out the latent “HERO” (hope, efficacy, resilience and optimism) qualities of their employees to make the workplace more engaging. Lastly, the study concludes by pointing out the limitations and highlighting future directions.
Originality/value
Being the first systematic review and meta-analytical study focusing on psycap sub-constructs and EE associations, this study contributes to the engagement literature.
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Paul Lyons and Randall Bandura
The purpose of this paper is to identify influential workplace engagement interventions that were initiated by managers over several years as revealed in many studies. Also, an…
Abstract
Purpose
The purpose of this paper is to identify influential workplace engagement interventions that were initiated by managers over several years as revealed in many studies. Also, an action learning guide is offered for an individual manager to use such interventions with the employee in shaping activities to assist employee learning and performance improvement which may result in greater workplace engagement.
Design/methodology/approach
The first step was to examine the research literature on: the meaning of workplace engagement along with theory bases for it, the framework for stimulating employee engagement and information about action learning in the workplace. Second, was the identification of manager/organization interventions found to result in employee assessment of their own positive growth in workplace engagement? Third, we offer a practical, action learning approach.
Findings
An action guide is presented as an example of a method to assist a manager working with, in this case, a single employee. The guide is grounded on empirical research, mostly meta-analyses, and reflects positively assessed workplace engagement interventions.
Originality/value
In the performance management, human resources and training domains there is limited research and/or examples of practical guides for managers to use to link guidance with efforts to apply specific interventions to support employee workplace engagement. This paper provides the manager with a path to assist employees.
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This paper aims to examine whether happiness at workplace (HAW) impacts organisational citizenship behaviour (OCB) and whether this impact can be further improved by promoting…
Abstract
Purpose
This paper aims to examine whether happiness at workplace (HAW) impacts organisational citizenship behaviour (OCB) and whether this impact can be further improved by promoting learning capabilities in organisations, thus investigating the mediating role of organisational learning capabilities (OLC).
Design/methodology/approach
This study was conducted on knowledge-intensive workers (employees of EdTech companies) in India. Responses were collected via questionnaire in online mode, and after discarding the incomplete responses, 500 replies were considered for data analysis with PLS-SEM technique.
Findings
The outcomes reveal that the HAW has a significant influence on OCB. The outcomes also reveal that this impact is further enhanced with the presence of OLC, thus confirming that OLC operates as a mediator in the link connecting HAW and OCB.
Originality/value
This study makes a distinctive contribution by bringing out the significance of workplace learning in the connection between the workplace happiness and citizenship behaviour of employees that will provide impetus to the practitioners to formulate strategies in such a manner that the employees voluntarily perform the actions beyond their designated roles.
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Keerti Shukla and Musarrat Shaheen
This study investigates the relationship between self-leadership and the work performance of gig workers as moderated by perceived organizational support and mediated by work…
Abstract
Purpose
This study investigates the relationship between self-leadership and the work performance of gig workers as moderated by perceived organizational support and mediated by work engagement.
Design/methodology/approach
Linear regression and the Process macro by Hayes were used to examine the hypothesized model, on a data set of 384 gig workers.
Findings
The outcomes indicated a positive relationship between the self-leadership strategies of the freelancers and their work performance. The association of self-leadership and work performance was moderated by perceived organizational support and partially mediated by work engagement.
Originality/value
This study responds to the need for exploration of the moderation and mediating mechanisms through which self-leadership influences how gig workers perform at work.
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Sonam Wangchuk, Krishna Murari and Pradip Kumar Das
Research on how managerial coaching effects employee cognitions and motivations is scarce, especially in the Indian context. This study aims to explore the association between…
Abstract
Purpose
Research on how managerial coaching effects employee cognitions and motivations is scarce, especially in the Indian context. This study aims to explore the association between managerial coaching, perceived investment in employee development (PIED), as antecedents, and employee engagement and organization citizenship behaviors directed to the organization (OCBO), as consequences, in the context of the pharmaceutical industry in Sikkim (India).
Design/methodology/approach
The target population for the study are the first-level line managers and non-managerial employees of pharmaceutical companies in Sikkim (India). A cross-sectional study was conducted using sample collected through self-reported questionnaire and analyzed using partial least squares structural equation modeling.
Findings
The results indicate that managerial coaching is positively associated with employee engagement and OCBO. PIED was not found to be associated with the employee outcomes. Implications for theory and practice, limitations and recommendations for research are discussed.
Originality/value
To the best of the authors’ knowledge, this is the first study to test the association of managerial coaching and PIED with employee engagement and OCBO in a single model.
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Sara-Jayne Williams, Rosamund Portus and Carla De Laurentis
This paper aims to examine a co-produced initiative implemented at the University of the West of England, UWE (UWE) between September 2022 and April 2023. The student-led project…
Abstract
Purpose
This paper aims to examine a co-produced initiative implemented at the University of the West of England, UWE (UWE) between September 2022 and April 2023. The student-led project (Climate, Conversations and Cake: The 3C’s) addressed environmental and climate crisis awareness through monthly gatherings where, in partnership, students, academic staff and professional personnel gathered to share food, engage in conversations and partake in joint activities.
Design/methodology/approach
This paper draws upon a mix of student and staff feedback, gathered through surveys and written/verbal reflections, to explore the value and impact of this project.
Findings
The project received two UWE student Union awards for teaching sustainability and for student welfare, and was a finalist in the UK and Ireland Green Gown Awards. The 3C’s provided a platform for emotional expression by fostering a safe and supportive environment and encouraged students to reflect, share, apply and deepen their learning experiences in an informal setting characterised by compassion and empathy. This paper highlights the importance of developing supportive and compassionate pedagogical practices which recognise and normalise climate concern.
Originality/value
The findings contribute to the growing body of literature on co-produced projects within higher education institutions, showcasing the potential of such initiatives to encourage meaningful engagement and empower students in addressing the pressing challenges of climate crisis. In addition to providing an evidence base for the value of such initiatives, through outlining the specifics of this student-led project, a framework that can be used by other institutions to develop their own initiatives is offered.
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Marc Griffiths, Kaz Monaghan, Mke Monaghan and Verna Tompkins
The creation of new practice learning environments for healthcare students promotes the development of professional judgement skills and decision-making. Through the modelling of…
Abstract
Purpose
The creation of new practice learning environments for healthcare students promotes the development of professional judgement skills and decision-making. Through the modelling of established practices across other subject disciplines, Healthcare Technicians designed and created the Clinical Skills Lounge to support student learning outside of scheduled classes.
Design/methodology/approach
The design and development of a new learning and simulation space for healthcare students was created following feedback from students. Using a model of learning support for students across the creative subject disciplines, the creation of the Clinical Skills Lounge provided an opportunity to create a space where practical techniques could be practiced and support provided by Technicians.
Findings
Student feedback highlights the importance and flexibility of the Clinical Skills Lounge design and opportunities to learn and practice key skills outside of timetabled sessions. Greater confidence and opportunities to further develop decision-making skills were reported by students who use this space.
Originality/value
This particular type of learning environment promotes greater reflection, provides the opportunity for students to learn alongside their peers and encourages inter-professional learning. The opportunities for greater decision-making, confidence building and preparation for clinical placements.
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Vindhya Weeratunga, Deborah Blackman, Fiona Buick and Anthony Cotton
The purpose of this paper is to improve the understanding of the applicability of employee engagement theories in a South Asian country, Sri Lanka, and determine whether…
Abstract
Purpose
The purpose of this paper is to improve the understanding of the applicability of employee engagement theories in a South Asian country, Sri Lanka, and determine whether engagement theories are universally applicable beyond the Western countries in which they have been developed and tested.
Design/methodology/approach
A heterogeneous sample of 451 private-sector employees in Sri Lanka was used. A mixed-method design was adopted; quantitative findings were compared with previous studies conducted in Western countries, and qualitative findings enabled a more nuanced understanding of employee engagement in the Sri Lankan context.
Findings
Despite cultural differences between Sri Lanka and Western countries, the antecedents of engagement did not manifest differently in a consistent way. Combined results suggest that the different manifestations of engagement in Sri Lanka cannot be attributed solely to cultural variance.
Research limitations/implications
The authors used cross-sectional data and tested only four antecedents of engagement.
Practical implications
This study highlights the importance of multinational organisations' awareness of how employee engagement manifests across different contexts and going beyond cultural adaptation when developing context-specific engagement strategies.
Originality/value
This is among the first studies on an Asian country to examine whether cultural differences impact the antecedents of engagement to empirically test Kahn's (1990) theory of engagement and the motivational process of the job demands-resources theory in a single study and to use a heterogeneous sample and mixed-methods design. The authors challenge the centrality of national culture as a determinant of employee engagement and highlight the importance of considering other contextual factors when examining employee engagement in different countries.
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