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Pati, Surya Prakash
- Development of a Measure of Employee Engagement
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Authors
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1 Indian Institute of Management Kozhikode, IN
1 Indian Institute of Management Kozhikode, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 48, No 1 (2012), Pagination: 94-104Abstract
Despite the enhanced interest of academicians and practitioners in the construct of employee engagement, there exists a dearth of choices in the various measures for its assessment. This paper attempts to develop a multidimensional instrument of employee engagement. Initial support for the construct validity of the seven item instrument was demonstrated. Directions for future research are also discussed.
References
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- Work Engagement: A Rethink
Abstract Views :322 |
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Authors
Affiliations
1 Institute of Management, Lucknow, IN
1 Institute of Management, Lucknow, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 47, No 2 (2011), Pagination: 264-276Abstract
Work engagement has been recognized as a much desired and irreplaceable organizational asset in the prevailing globalized business environment. Yet building an engaged work force continues to be a challenge for organizations, thanks to the ambiguous conceptualization and limited understanding characterizing the construct. This study examines the extant literature on work engagement, enumerates the specific limitations that remains embedded in the same, and strives to provide an independent existence to the construct by reconceptualising it through qualitative research methodology. Work engagement is defined as application of self in the role context and comprises passionate task performance (PTP) and organizational citizenship behaviour (OCB).References
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- Employee Engagement: Role of Self-efficacy, Organizational Support & Supervisor Support
Abstract Views :531 |
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Authors
Affiliations
1 Indian Institute of Management-Lucknow, IN
1 Indian Institute of Management-Lucknow, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 46, No 1 (2010), Pagination: 126-137Abstract
In the prevailing competitive environment, engaged employees are viewed as a strategic asset by both academicians and practicing managers alike. Although academicians have isolated various organizational conditions which they argue initiate engagement, there exists a lack of understanding on the observed variations in engagement levels between employees exposed to similar organizational conditions. Through theoretical arguments as well as empirical support, this study argues that differences between self-efficacy levels in employees are primarily responsible for differences in displayed engage-ment. Based on the findings the study argues and defines engage-ment as expressed empowerment pertaining to a role thus enriching the management literature conce-rning engagement. Suitable managerial implications are also discussed.References
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- Work Engagement & Work Alienation : Distinct or Opposites?
Abstract Views :157 |
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Authors
Affiliations
1 HRM Group, Indian Institute of Management, Kozhikode
2 Indian Institute of Management, Lucknow, IN
1 HRM Group, Indian Institute of Management, Kozhikode
2 Indian Institute of Management, Lucknow, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 51, No 1 (2015), Pagination: 17-29Abstract
Work engagement and work alienation are considered as bipolar opposites of each other by many researchers. This paper examines whether the sets of items measuring work engagement and work alienation indeed measure similar experiences. Confirmatory factor analysis on 269 responses drawn from various occupational groups reveals that it is erroneous to consider both the constructs as opposite ends of a single continuum. This inference is also reinforced by the pattern of relationship observed between work engagement and work alienation with their antecedents (i.e. occupational self efficacy and meaning) on the one hand and the consequences (job satisfaction and turnover intention) on the other.- Work Alienation:Role of Organization & Supervisor Support in Indian BPO Sector
Abstract Views :236 |
PDF Views:1
Authors
Affiliations
1 Sweans Technologies Pvt. Ltd.,KINFRA Techno Industrial Park,Kozhikode 673634, IN
2 IIM Kozhikode (H R M Group), 673570, IN
1 Sweans Technologies Pvt. Ltd.,KINFRA Techno Industrial Park,Kozhikode 673634, IN
2 IIM Kozhikode (H R M Group), 673570, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 54, No 1 (2018), Pagination: 106-119Abstract
Attrition has been recognized as one of the principal threats to the competitiveness of Indian BPO sector. More specifically many researchers have identified that it is often the early career professionals who decide against an extended relationship with the BPO. Using the job demand- resource lens, we explored whether work alienation is associated with turnover of the early career employees in the Indian BPO sector. Additionally, we also investigated whether work alienation mediates the relationship between organizational support variables and turnover intention. We found evidence for a full mediation. The implications of the study findings are also discussed.References
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