Employee Engagement: Leveraging Strengths and Underpinning Weaknesses (Identifying the Factors Underlying Employee Engagement Levels in an Organization)
Issue:
Volume 2, Issue 3, June 2014
Pages:
47-51
Received:
4 May 2014
Accepted:
20 May 2014
Published:
30 May 2014
Abstract: Employee Engagement has become one of the burning issues for the Human Resources function of any organization, small or large, public or private, new or long established. Attrition rates have shot up largely and engagement levels have gone down. There are a number of factors which are not even directly related to work that determine the levels of satisfaction and engagement like health, flexibility, alignment of interests and goals. The areas that will bring maximum change in engagement scores and levels need to be identified. Through this paper, I intend to explain one such framework for identification and prioritization of these actionable areas and items – The AI Matrix or Awareness – Implementation Matrix based on a research done by me on a large multinational bank. At the end, there are some of the initiatives that can help increase the awareness levels.
Abstract: Employee Engagement has become one of the burning issues for the Human Resources function of any organization, small or large, public or private, new or long established. Attrition rates have shot up largely and engagement levels have gone down. There are a number of factors which are not even directly related to work that determine the levels of s...
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Work-Family Conflict: An Investigation on Job Involvement, Role Ambiguity and Job Demand: Moderated by Social Support
Sobanah Dhevi Tharmalingam,
Muhammad Awais Bhatti
Issue:
Volume 2, Issue 3, June 2014
Pages:
52-62
Received:
17 June 2014
Accepted:
30 June 2014
Published:
10 July 2014
Abstract: There are many predictors that determine the work-family conflict among employees and one of the significant predictor is related to the organization. There exist fewer studies that focus on influence of job involvement, role ambiguity, job demand and social support towards the work-family conflict. The present study fill in the gap by investigating the relationship between job involvement, role ambiguity, job demand, social support and work-family conflict among the administrative staff in University Utara Malaysia (UUM), Kedah, Malaysia. Two hundred (200) questionnaires were administered to administrative staff in the University. The regression analysis was used to analyze the data and the results show that Work-Family Conflict is negative and significantly influence Job involvement and Social Support, while positively related with Job demand. However, moderating effect of social support was found to be significant among Job involvement, Role ambiguity and Job demand. The practical implications of the finding include the basic understanding of the causal factors which influence administration staff’s with work-family conflict to leave has important practical insinuation for the management and the university administration and among others also. Moreover, this research can help the people to prepare themselves with appropriate manageable conflict ways.
Abstract: There are many predictors that determine the work-family conflict among employees and one of the significant predictor is related to the organization. There exist fewer studies that focus on influence of job involvement, role ambiguity, job demand and social support towards the work-family conflict. The present study fill in the gap by investigatin...
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