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Author: Jason Diwaker Ugargol Publisher: ISBN: Category : Languages : en Pages : 0
Book Description
Introduction: Among the current challenges facing business organizations globally are industry slowdowns, loss of clientele, lower margins, stiff competition for skilled resources, and high attrition. A diverse skilled workforce has sprung with challenging expectations from the employer in terms of reward systems and benefits and designing policies that accommodate changing family structures and the emergence of a gender equal workforce. Human Resources professionals and entities are thus trying to cope with the daunting task of self-improvising HR strategies that could potentially increase employee engagement. Current emphasis has been on assessing appropriate HR strategies which apart from being employee focused can increase engagement and retention at a lower cost to the organization. The critical function of the HR has expanded to keeping the organization relevant to employees, aiding in their career development, help employees manage their work-life balance, addressing their training needs, managing competency and recognition and rewarding of talent. Perceived organizational support (POS) has been shown to be an important measure that affects employee engagement. Objective: The objective of this study was to explore the influence of perceived organizational support on employee engagement by ascertaining the evolution of current policies in organizations and measure how engaged employees are with their respective organizations and explore differences across categories of employees. Methodology: Based on the objective-based selection criteria, business organizations were chosen from among which consenting employees were served a pre-tested questionnaire to measure their engagement. Qualitative methods were also employed to further disentangle the engagement paradigm. Outcomes: Results indicate a correlation between perceived organizational support and employee engagement. An association between employee-pro offerings and low intention to quit was also found. This study offers deeper qualitative insights into what employees expect, how business entities could cope with employee expectations and mechanisms that increase employee engagement.
Author: Jason Diwaker Ugargol Publisher: ISBN: Category : Languages : en Pages : 0
Book Description
Introduction: Among the current challenges facing business organizations globally are industry slowdowns, loss of clientele, lower margins, stiff competition for skilled resources, and high attrition. A diverse skilled workforce has sprung with challenging expectations from the employer in terms of reward systems and benefits and designing policies that accommodate changing family structures and the emergence of a gender equal workforce. Human Resources professionals and entities are thus trying to cope with the daunting task of self-improvising HR strategies that could potentially increase employee engagement. Current emphasis has been on assessing appropriate HR strategies which apart from being employee focused can increase engagement and retention at a lower cost to the organization. The critical function of the HR has expanded to keeping the organization relevant to employees, aiding in their career development, help employees manage their work-life balance, addressing their training needs, managing competency and recognition and rewarding of talent. Perceived organizational support (POS) has been shown to be an important measure that affects employee engagement. Objective: The objective of this study was to explore the influence of perceived organizational support on employee engagement by ascertaining the evolution of current policies in organizations and measure how engaged employees are with their respective organizations and explore differences across categories of employees. Methodology: Based on the objective-based selection criteria, business organizations were chosen from among which consenting employees were served a pre-tested questionnaire to measure their engagement. Qualitative methods were also employed to further disentangle the engagement paradigm. Outcomes: Results indicate a correlation between perceived organizational support and employee engagement. An association between employee-pro offerings and low intention to quit was also found. This study offers deeper qualitative insights into what employees expect, how business entities could cope with employee expectations and mechanisms that increase employee engagement.
Author: Tom Tyler Publisher: Psychology Press ISBN: 1134948220 Category : Psychology Languages : en Pages : 235
Book Description
This important new book explores the psychological motives that shape the extent and nature of people's cooperative behavior in the groups, organizations and societies to which they belong. Individuals may choose to expend a great deal of effort on promoting the goals and functioning of the group, they may take a passive role, or they may engage in behaviors targeted towards harming the group and its goals. Such decisions have important implications for the group's functioning and viability, and the goal of this book is to understand the factors that influence these choices.
Author: P. Alex Linley Publisher: Oxford University Press, USA ISBN: 0195335449 Category : Psychology Languages : en Pages : 368
Book Description
This volume examines what positive psychology offers to our understanding of key issues in working life today. The chapters focus on such topics as strengths, leadership, human resource management, employee engagement, communications, well-being, and work-life balance.
Author: Robert Eisenberger Publisher: American Psychological Association (APA) ISBN: 9781433809330 Category : Employee motivation Languages : en Pages : 0
Book Description
Today's constantly changing work environment is fraught with job uncertainty, frequent mergers and acquisitions, and a general breakdown of trust between employer and employee. More than ever, it is critical for managers to proactively shift away from devaluing employees as marginal capital to empowering them as human capital. Perceived organizational support-employees' perception of how much an organization values their contribution and cares about their well-being-mutually benefits both employees and their organizations and is integral to sustainable employer–employee relationships. Using organizational support theory and evidence gathered from hundreds of studies, Eisenberger and Stinglhamber demonstrate how perceived organizational support affects employees' well-being, the positivity of their orientation toward the organization and work, and behavioral outcomes favorable to the organization. The authors illustrate these findings with employee experiences and strategic approaches of major organizations such as Southwest Airlines, Wal-Mart, Costco, and Google. Organizational psychologists, management consultants, managers, and graduate students will obtain a clear understanding of perceived organizational support and the practical knowledge needed to foster its development and positive outcomes.
Author: Mehrnoosh Naghshi Bakhshayesh Publisher: LAP Lambert Academic Publishing ISBN: 9783659531088 Category : Business & Economics Languages : en Pages : 0
Book Description
Employee engagement plays an important role in the organization productivity, as a factor which promotes employees dedication on their job, has been receiving an increasing attention from researchers in the last decade.Employee's engagement increases with their belief on higher support of the organization, because it can promote favorable climate in service organizations the focus of the present study is to investigate the perceived organizational support as one of the predictors of engagement in academic section with considerations on the relationship between each of dependent and independent variables with demographic variables. The findings of this study reveal the positive relationship between perceived organizational support and employees' level of engagement.The findings of this study can be used by managers especially in educational system to make them aware of employee engagement necessity and the important role of employee's perception of support from the organization in predicting benefits for both parties.
Author: Małgorzata Rozkwitalska Publisher: Springer ISBN: 3319397710 Category : Business & Economics Languages : en Pages : 314
Book Description
This volume explores the work environment in multinational corporations. To do so, it integrates studies on the organizational sciences, cross-cultural management, positive psychology and sociology within a single comprehensive framework. Twenty-two authors from six countries identify the challenges in multicultural workplaces, the positives of interactions, cultural clashes and their organizational preconditions. They add inter-organizational, institutional and critical perspectives to the analysis within the framework of multinationals and complex, hybrid cultural environments. The book addresses the needs of researchers in the areas of intercultural management, and those of practitioners in international human resource management.
Author: Catherine Truss Publisher: Routledge ISBN: 1135128642 Category : Business & Economics Languages : en Pages : 336
Book Description
In recent years there has been a weight of evidence suggesting that engagement has a significantly positive impact on productivity, performance and organisational advocacy, as well as individual wellbeing, and a significantly negative impact on intent to quit and absenteeism from the work place. This comprehensive new book is unique as it brings together, for the first time, psychological and critical HRM perspectives on engagement as well as their practical application. Employee Engagement in Theory and Practice will familiarise readers with the concepts and core themes that have been explored in research and their application in a business context via a set of carefully chosen and highly relevant original and case studies, some of which are co-authored by invited practitioners. Written in an accessible manner, this book will be essential reading for scholars in the field, students studying at both undergraduate and postgraduate levels, as well as practitioners interested in finding out more about the theoretical underpinnings of engagement alongside its practical application.
Author: Marylene Gagne PhD Publisher: Oxford University Press ISBN: 0199794987 Category : Psychology Languages : en Pages : 465
Book Description
Self-determination theory is a theory of human motivation that is being increasingly used by organizations to make strategic HR decisions and train managers. It argues for a focus on the quality of workers' motivation over quantity. Motivation that is based on meaning and interest is showed to be superior to motivation that is based on pressure and rewards. Work environments that make workers feel competent, autonomous, and related to others foster the right type of motivation, goals, and work values. The Oxford Handbook of Work Motivation, Engagement, and Self-Determination Theory aims to give current and future organizational researchers ideas for future research using self-determination theory as a framework, and to give practitioners ideas on how to adjust their programs and practices using self-determination theory principles. The book brings together self-determination theory experts and organizational psychology experts to talk about past and future applications of the theory to the field of organizational psychology. The book covers a wide range of topics, including: how to bring about commitment, engagement, and passion in the workplace; how to manage stress, health, emotions and violence at work; how to encourage safe and sustainable behavior in organizations; how factors like attachment styles, self-esteem, person-environment fit, job design, leadership, compensation, and training affect work motivation; and how work-related values and goals are forged by the work environment and affect work outcomes.
Author: Aydin, ?ule Publisher: IGI Global ISBN: 1799814904 Category : Business & Economics Languages : en Pages : 524
Book Description
Improving positive and reducing negative organizational behaviors in businesses are important in terms of organizational success as this will lead to an increase in employee organizational commitment and job satisfaction. Considering that the tourism industry has such a dynamic structure, it is obvious that behavioral issues in the industry need to be scrutinized. Organizational Behavior Challenges in the Tourism Industry is a collection of innovative research that aims to explore relevant theoretical frameworks in terms of organizational behavior issues and provides the opportunity for tourism organizations to understand their employees’ behavior. While highlighting topics including emotional labor, deviant behavior, and organizational cynicism, this book is ideally designed for hotel managers, tour directors, restaurateurs, travel agents, business managers, professionals, researchers, academicians, and students.
Author: Lynn M. Shore Publisher: Routledge ISBN: 1136493271 Category : Business & Economics Languages : en Pages : 632
Book Description
"Employee-organization relationship" is an overarching term that describes the relationship between the employee and the organization. It encompasses psychological contracts, perceived organizational support, and the employment relationship. Remarkable progress has been made in the last 30 years in the study of EOR. This volume, by a stellar list of international contributors, offers perspectives on EOR that will be of interest to scholars, practitioners and graduate students in IO psychology, business and human resource management.
Author: Jason Diwaker Ugargol
Author: Jason Diwaker Ugargol
Author: Tom Tyler
Author: P. Alex Linley
Author: Robert Eisenberger
Author: Mehrnoosh Naghshi Bakhshayesh
Author: Małgorzata Rozkwitalska
Author: Catherine Truss
Author: Marylene Gagne PhD
Author: Aydin, ?ule
Author: Lynn M. Shore