TIMSR Journal of Management Research

Abstract

Employee Engagement or Work Engagement is a concept that is becoming increasingly popular in the area of Business Management and organisational Behaviour. The first use of the term employee engagement occurred in a 1990, in the Academy of Management Journal by William A. Kahn. Kahn's article on the Psychological conditions of personal engagement and disengagement at work, examined the conditions at work which contribute to engagement and disengagement. Work engagement is most often defined as "...a positive, fulfilling, work-related state of mind that is characterized by vigor, dedication, and absorption" (Schaufeli& Bakker, 2010). Engagement goes beyond satisfaction. It is an emotional commitment which the employee has towards their organisation. This leads to less employee turnover, few leaves, reduces absenteeism, decline in accidents, conflicts and grievances. Researchers have linked employee engagement to business outcomes like productivity, quality improvement and retention of talent. Employee retention and contribution are significant to the success of business. Companies have no choice but try to engage them. Teaching is regarded as the most noble profession. Unless and until a teacher derives satisfaction on job performance and develops positive attitude towards organisation and students, he/she shall not be able to do justice to his/her profession. A 2009 Gallup study found teachers' engagement levels are directly related to the engagement levels of their students, which are also tied to student achievement outcomes. Nearly 7 in 10 teachers are not engaged in their jobs, a new Gallup report (April 2014) finds.

The paper aims to measure the level of Employee Engagement among the faculty members of the Self-Finance courses in aided colleges affiliated to the University of Mumbai. It also examines the relationship between demographic factors like age, marital status, tenure of service and level of engagement. Utrecht Work Engagement Scale (UWES -17) developed by Schaufeli et al, is used for measuring work engagement.

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