Analysis of Factors Affecting Employee Engagement (original) (raw)
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EPRA International Journal of Economic and Business Review, 2018
Human resource management have been dealing in the employee motivation, training, development, employee safety and wellness and many similar strategic policies to manage and maintain a healthy work culture and environment. Employee engagement is the ability of the organization in involving the employee with the organization in such a manner that the employee commits and dedicates himself/herself to the organization and brings zeal within every time he comes to the work place. Employee engagement is less studied and discussed upon. Even if it is studied or explored, it would be only for consulting firms or humongous MNC’ and not educational institutions which form the radical of development or for that matter the beginning of any technologically advanced business empire either started by a qualified entrepreneur or has hired qualified team of managers and team leaders. Institutes often assume achievement of customer satisfaction through employee satisfaction and employee satisfaction is again misunderstood as satisfaction of personal needs of employees only. This paper is an empirical study on the employee engagement with a focus on the teaching staff who are in direct contact with the customer i.e. the students and knows the microscopic detail of the target customer. Employee engagement being a two way communication and commitment among the organization and the employees working there in should be based on belief, conviction, honesty, sincerity, and solidarity. The study aims at identifying the level of employee engagement in educational institutions with a view for the improved business outcomes, further to know whether the actions taken by organization are consistent with the values of the teaching staff. During the survey appropriate ratios of male and female samples were covered. The results displayed that the teaching staff desires to learn for self and for the customer i.e. the student and also yearns to be engaged in management but management is not cooperative enough for the development of teaching staff and also to cope the millennial generation as the current generation is popularly known with students of high level intelligent quotient (IQ) and multifarious attitudes. It is further found out that though management is willing to know about the needs the student but not the teaching staff
IJOESS, 2018
This research aims to reveal the relationship between the engagement levels of employees and the effectiveness level of schools. Having utilized relational screening models, this research has a descriptive survey model. The research seeks to examine the relation between the variables. The population of the study consists of primary and secondary school teachers and administrators working at private and state schools located within the districts of Kahramanmaraş (Dulkadiroğlu and Onikişubat) during the academic year of 2016 and 2017. The research sample holds a total of 410 participants who were selected by random sampling method. This research has employed the "Engagement Scale" to determine the engagement levels of the teachers and administrators and "Effective School Scale" to identify their perceptions towards the effectiveness of schools. Frequency, percentage, mean, t-test, one-way analysis of variance, correlation and multiple regression analysis were used during data analysis. Research results have revealed a positive and significant relation between the engagement levels of the employees and the effectiveness of schools. The engagement level of the teachers and administrators has been found to be a significant predictor of effective school. The engagement levels of the teachers and administrators account for about 34% of the total explained variance of the effectiveness level of primary and secondary schools.
Learning Engagement amidst the New Normal Education: Perspective of Teachers in Panabo City Division
International Journal of Research and Innovation in Social Science
This study attempts to address the need for a better understanding of teacher engagement by developing a multidimensional measure of work engagement that is particular to work done by teachers in classrooms and schools. Using random numbers, this study recruited 400 elementary and secondary public-school instructors. It was held in the Panabo City Division's elementary and secondary public schools. Teachers have a critical role in children's educational experiences. Increased job satisfaction, workplace productivity, and even student engagement have all been connected to instructors' interest in their profession. Teachers' attitudes and motivation levels must be conveyed to pupils. Thus it's critical to gain a better knowledge of their work engagement. The teaching profession will benefit from this research since it will help to better understand teacher involvement. Teacher involvement data for a specific school site is supplied. The need to change teacher attitudes, perceptions and emotional understanding in the classroom is becoming more widely recognized. Effective teaching is psychologically dependent on motivated teachers who are fully engaged in their work, both academically and emotionally, and socially. The findings suggest that, in addition to cognitive and affective components of engagement, social interaction with students and coworkers should be considered.
2014
The purpose of this study is to test a model of antecedents and consequences of work engagement in an educational context. Organizational culture, leadership, and personal characteristics are placed as antecedents, while performance is defined as the consequence of the engagement. The survey was completed among 416 teachers from 25 high schools in Jakarta, averagely aged 38 and 54% of which are female. The participants had on average 11 years of work experience. The analysis technique is partial least square structural equational modeling (PLS-SEM) using SmartPLS. The findings prove that the influence of organizational culture, leadership, and personal characteristics on the teachers’ work engagement and organizational culture positively impact the teacher performance, supporting the results of the previous studies. In addition, work engagement mediates the organizational culture, leadership, and personal characteristics on teacher performance. In a theoretical context, further rese...
Employee Engagement as a Driving Force of Organizational Success. (A Case Study of UMSIT Kotli
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. Introduction Employee engagement is an important driving force of performance and overall outcomes for any organization. The performance of an academic institution depends on the engagements of its academicians. Engineering the futuristic minds set greatly depends on academician's approach of transferring and transforming the knowledge. According to Hellevig (2012) engagement is a state in which employees concentrate on their tasks and they are willing to go an extra mile to achieve ultimate outcomes which are in alignment with the strategies and values of organization. The Success of educational institutions is denoted by its academicians whose engagements are all about research, creativity, innovation, learning, teaching, sharing and nation building through knowledge, wisdom and excellence. Work engagements of academicians seem to be a blessing for organizational success. Employee engagement is such a vast concept which covers the whole personality of an employee because engagement demands both physical and mental affiliation with work and organization. Employee engagement directly affects both individual and organizational performance. Ronald (1999) discussed that engaged employees enjoy their task two and half time more than disengaged ones who use to complain their health problems, give lame excuses and do not show excitement about their tasks. Engaged employees seem to be mentally, emotionally and physically attached with their work. They show worth, excitement for the given tasks and become more energetic. Disengaged workers create problems and confusions all around and they utilize their energies for negativities and become counterproductive. It was found in insync surveys that engaged workers remain completely involved in their work and disengaged ones commit more mistakes. Employee engagement has a great implications for those organizations where safety is being given due weightage. Organizations that wish to improve levels of employee engagement can focus on increasing and strengthening employees' perceptions of support they receive from the organization (Saks, 2006). Educational institutions in general and institutions in AJK in particular suffer from problems of quality performance and lack of enabling environment. This study is one of the first of its kind in AJ&K to be conducted for the research on academician's engagement and performance. In the present study an attempt is made to examine the impact of engagement on performance issues. Employee engagement is about how your employees really feel about your organization? (Yee,2012) highlighted some very good questions like: do the employee feel sense of pride of belonging? Do the employees/academicians suggest their friends, acquaintances, relatives to get admission or to join this organization? Will the employees want their children to join this organization as a student or even as an employee, after completing education? This study attempts to work on the same line and customize this set of questions for local settings.
Teacher Engagement, 2024
The unity of teachers with the organization where they work, where the teacher feels that he has an organization and enjoys the conditions of the organization and his work, not only physically but also rationally, emotionally, and normatively, so that the teacher feels satisfied and loyal to work in his organization is called teacher engagement. Optimal teacher engagement behavior will have a positive impact on the performance of their work and the madrasah institution. With a sense of love for their work and institution, teachers carry out their work without knowing the time and fully invest themselves and their energy because they no longer carry out obligations. Still, the teaching profession has become a service in his life. This research aims to find strategies and ways to increase teacher engagement by researching the influence of the variables of self-efficacy, interpersonal communication, organizational support, and job satisfaction.
Motivational Factors and Work Engagement of Teachers at Monywa University of Economics
2019
This study aims to evaluate how intrinsic and extrinsic motivation effect on teachers' work engagement at Monywa University of Economics. It is found that the teachers have higher intrinsic motivation than extrinsic motivation. The teachers' work engagement level is high at the university. The teachers are the engaged employees who are vital, energized, and work hard to help the university achieve its objectives effectively and efficiently. The teachers' work engagement is motivated by the intrinsic factors as well as the extrinsic factors. The result of multiple regression analysis shows that intrinsic motivation is the significant positive effect on teachers' work engagement. The responsible persons at the university need to understand that creating a comfortable workplace environment and making jobs more interesting and meaningful will increase teachers' intrinsic motivation and their work engagement.
ORGANIZATIONAL SATISFACTION AND WORK ENGAGEMENT OF FILIPINO TEACHERS IN AN ASIAN UNIVERSITY
This study explores on the organizational satisfaction and level of work engagement of the teachers which are important aspects to consider in understanding the performance of the organization as well as its people especially the faculty members who are in the forefront of the delivery of quality instruction to the primary customer of the university. Descriptive type of research was utilized in the study. Results showed that the faculty members were normally satisfied in the services provided by the university in terms of learning and development; reward and recognition; leadership; and work environment. Program accreditation also helps improve the educational background of the faculty members through requiring them to finish graduate studies. The faculty development program also provides guidance and clear plan for the career of the teachers in terms of the time frame when to complete their master's and doctorate degrees. Providing the employees with enough services would generate an impact on their behaviour to become more engage on their work assignments.
Work Engagement, Self Efficacy and Job Satisfaction of Professional Educators
2021
Indonesia regulates the duties and authorities of Teachers in Law Number 14 of 2005 concerning Teachers and Lecturers. Teachers are specifically mentioned as having various tasks, namely educating, teaching, guiding, giving directions, providing training, giving assessments, and conducting evaluations to students who take their education from an early age through formal government channels in the form of elementary to middle school. Therefore the teacher must be good at choosing the right learning strategy in this aspect, so that the objectives of the material can be achieved properly (Siahaan, 2020). Through this Law, teachers are placed in a vital and strategic position to be able to realize the goals of national education in Indonesia, namely as professional educators. Teachers have an important role in optimizing human resource development through education and learning (Costley, 2009). Education in this case cannot be equated with learning which only focuses on intellectual dev...