Employee Engagement as a Driving Force of Organizational Success. (A Case Study of UMSIT Kotli).

Author(s)

Imrab Shaheen,lecturer , Dr.Sabahat Akram , Dr.Faheem Ghazanfar ,

Download Full PDF Pages: 126-133 | Views: 385 | Downloads: 105 | DOI: 10.5281/zenodo.3460250

Volume 4 - June 2015 (06)

Abstract

Success of any organization is determined by its workforce, and at the foundation of every successful educational institution are engaged teachers whose contributions push their institution to touch the peaks of glory. This study is aimed to assess the impact of teacher's engagement on the overall performance of university. In this study the predictor variable is teacher's engagement and criterion variable is performance. Data is collected through a five point likert scale questionnaire and responses are tested through regression analysis using SPSS version,20. The findings confirmed that engagement is a significant predictor of university performance. Furthermore the findings of this study suggest that organizational strategies, culture & values aspects of engagement should be given due consideration in educational settings

Keywords

Engagement, Performance, Organizational strategies, Culture & values Organizational Strategies.

References

  1. Alfes, Kirsretn, Truss, Catherine ,Emma Soane, Rees, Chris, Gatenby, Mark., (2010). Creating an Engaged Workforce: Findings from the Kingston Employee Engagement Consortium Project. Charted Institute of Personnel & Development,London UK.
  2. Appelbaum, E. (2002). The Impact of New Forms of Work Organization on Workers. In: Murray, G., (Eds.) Work and employment relations in the high-performance workplace. London: Continuum, 120–149.
  3. Bakar, R, A.,(2013). Understanding Factors Influencing Employee Engagement: A Study of the Financial Sector in Malaysia.A published thesis for Ph-D.
  4. Bakker, A. B & Demerouti, E.,(2008). Towards a Model of Work Engagement. Career Development International, 13(3), 209-223.
  5. Bakker, A. B., Demerouti, E & Schaufeli, W. B.,(2005). The Crossover of Burnout and Work Engagement among Working Couples. Human Relations, 58(5), 661-689.
  6. Christian, M. S., A. S. Garza, A.S,& Slaughter,J.E., (2011). "Work Engagement: A Quantitative Review and Test of Its Relations with Task and Contextual Performance." Personnel Psychology, 64(1): 89-136;
  7. Crabtree,S (2004). Getting Personnel in the Work Place – Are Negative Relationships Squelching Productivity in Your Company? – Gallup Management Journal, June 10, 2004.
  8. Dose, J. J (2011). Work values: An Integrative Framework and Illustrative Application to Organizational Socialization. Journal of Occupational and Organizational Psychology, 70(3), 219-240.
  9. Employee Engagement: Maximizing Organizational Performance. Right Management (2009). www.right.com.
  10. Gallup Study (2006): Engaged employees inspire company innovation. Gallup Management Journal, http://gmj.gallup.com/content/default.aspx?ci=24880&pg=1.
  11. Gallup Study, (2013). Engagement at Work: Its Effects on performance continues in Tough Economic Times.
  12. Harvard Business Review, (2013).The Impact of Employee Engagement on Performance. A Harvard Business Review analytic services report. hbr.org/hbr-analytic-services.
  13. Hellevig, J. (2012). Employee Engagement in Russia,A Preview Version: How to Build a Corporate Culture of Engagement, Customer Focus and Innovation. Hel-Sinki, Finland: Russia Advisory Group.
  14. Kim, H,R.,Lee,M.,Lee,H,T.,Kim,N,M., (2010). "Corporate Social Responsibility and Employee-Company Identification."Journal of Business Ethics 95(4): 557-569.
  15. Kontakos, A.M.,(2007). Employee Engagement and Fairness in the Workplace.Centre for Advanced Human Resource Studies.
  16. Penna (2007). Meaning at Work Research Report. [Online] Available at http:/www.penna.com, corporate@penna.com.
  17. Rayton, (2012). The Evidence: Employee Engagement Task Force “Nailing the evidence” workgroup. Engage for Success.
  18. Robinson D., Perryman S & Hayday S. (2004). The Drivers of Employee Engagement Report 408, Institute for Employment Studies, UK
  19. Ronald, L. (1999). Identifying the Elements of Successful Safety Programs: A Literature Review.Workers’ Compensation Board of British Columbia, 1–53
  20. Saks, A. (2006). Antecedents and Consequences of Employee Engagement. Journal of Managerial Psychology. 21 (7): 600 – 619.
  21. Sridevi M,S.,(2010). Employee Engagement: The Key to Improving Performance. International Journal of Business and Management Vol. 5, No. 12; December 2010. www.ccsenet.org/ijbm. Published by Canadian Center of Science and Education.
  22. The Impact of Employee Engagement on Performance. Harverd Business Review: A Report by Harvard Business Review Analytic Services.
  23. Vance R. J. (2006). Employee Engagement and Commitment SHRM Foundation, USA. Online at www.shrm.org/foundation.
  24. White paper: The impact of employee engagement on performance© Insync Surveys Pty Ltd. Website www.insyncsurveys.com.au
  25. Yee S.J.,(2012). Survey of Factors influencing Employee Engagement. (A published Thesis for Masters Degree)

Cite this Article: