employee engagement literature review essays

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Employee engagement management in the covid-19 pandemic: a systematic literature review.

1. Introduction

2.1. study selection process and methods, 2.2. study risk of bias assessment, 2.3. methods of analysis, 3. results and analysis, 3.1. study selection, 3.2. study characteristics, 3.3. results of studies, 3.3.1. the practices common in research for driving employee engagement during covid-19 pandemic, the red cluster-providing mental health care, blue cluster-increasing resilience, green cluster-boosting line employee morale, 3.3.2. the practices not common in research driving employee engagement during the covid-19 pandemic, providing support, directing employees, innovative work practices and competence building, empathy for the employees’ situations, 3.3.3. the areas need more attention in the research landscape on methods driving the employee engagement, 4. discussion, research implications, 5. conclusions, author contributions, institutional review board statement, informed consent statement, data availability statement, conflicts of interest.

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Andrlić, B.; Priyashantha, K.G.; De Alwis, A.C. Employee Engagement Management in the COVID-19 Pandemic: A Systematic Literature Review. Sustainability 2023 , 15 , 987. https://doi.org/10.3390/su15020987

Andrlić B, Priyashantha KG, De Alwis AC. Employee Engagement Management in the COVID-19 Pandemic: A Systematic Literature Review. Sustainability . 2023; 15(2):987. https://doi.org/10.3390/su15020987

Andrlić, Berislav, Kankanamge Gayan Priyashantha, and Adambarage Chamaru De Alwis. 2023. "Employee Engagement Management in the COVID-19 Pandemic: A Systematic Literature Review" Sustainability 15, no. 2: 987. https://doi.org/10.3390/su15020987

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Employee Engagement: A Literature Review

Motivated and engaged employees tend to contribute more in terms of organizational productivity and support in maintaining a higher commitment level leading to the higher customer satisfaction. Employees Engagement permeates across the employee-customer boundary, where revenue, corporate goodwill, brand image are also at stake. This paper makes an attempt to study the different dimensions of employee engagement with the help of review of literature. This can be used to provide an overview and references on some of the conceptual and practical work undertaken in the area of the employee engagement practices.

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rose kavitha , maya salimath

Motivated and engaged employees tend to contribute more in terms of organizational productivity and support in maintaining a higher commitment level leading to the higher customer satisfaction. Employee engagement is the level of commitment and involvement an employee has towards their organization and its values. An engaged employee is aware of business context, and works with colleagues to improve performance within the job for the benefit of the organization. It is a positive attitude held by the employees towards the organization and its values. The paper focuses on various dimensions of employee engagement with its definitions and the various frameworks. The present paper aims to understand the basic concept of employee engagement and to study the different dimensions of employee engagement with the help of review of literature. This paper is based upon review of literature and secondary data collected from various websites, journals, magazines, newspapers and reference books. Literature review has shown prior research work done in this area.

The Corporate International [ISSN: 2581-6438 (online)]

Pallavi Tandon

pooja salvekar

Background/Objectives:The objective of this article is to clarify what is meant by employee engagement and why it is important (particularly with respect to its effect on employee retention and performance), as well as to identify factors that are critical to its effective implementation.Methods/Statistical Analysis: For this study, researchers have used review method. Under the process of review around thirty academic and popular research papers/ literature in the area of employee engagement, researchers have come up with different factors which are mostly commonly mentioned in these research papers. The review process aims at strengthening existing literature. After studying all the factors in each research paper, authors have taken the findings.Findings:In this research paper, various factors have been discussed of engagements which are at macro i.e. at organisational level and micro level i.e. at individual level. These variations in factors may arise due to differences in individual and job characteristics, gender diversity; ethnic diversity etc. Suggestions presented in this paper include different employee engagement approaches for new employees like strong induction programs, rigorous training and development programme, certification programme and giving them a realistic job preview. The findings of this study will be useful to any organisation, irrespective of the type of business, to construct strong employee engagement policy with mix of all these factors of employee engagement. Managers can redesign the work and policy on the basis of the factors presented in this paper would lead to happy workforce. This article will be ofvalue to anyone seeking better understanding in employee engagement to improve organisation performance.Applications/Improvements:Study results has scope offuture reference where by implementing various engagement factors and there by reduction in employee turnover and improved productivity

IOSR Journals

The importance of employee engagement had been explained in this paper. A structured questionnaire has been used for primary data collection and employees from different organizations have participated in survey. Employee engagement is perceived as an independent activity and it not influenced by factors like job engagement, emotional engagement and cognitive engagement.

Labor et Educatio

Manoaj Keppetipola

Employee engagement is a human resource facet. Engaged employee is the dream of every Chief executive officer. The reason is the consequence of the employee engagement, namely employee job performance and organizational financial performance. Engaged employee is the instrument of organizational success. This study is to present levels of employee engagement. To present an insight on employee engagement through a thorough desk research is another aim of the study.

Journal ijmr.net.in(UGC Approved)

Employee engagement has remained a highlighting term in the field of HRM. Started its journey in early 1990 it attracted a large attention in last ten years. As the scenario of human relations is continuously changing, the view of considering employee engagement also get changed from merely caring of employees to effective caring. The purpose of this study is to highlight the factors (personal & organizational) responsible for employee engagement. This study is primarily based on secondary data. Research articles were collected from ebscohost using keywords: employee engagement, factors affecting employee engagement and employee engagement and human resource development. This paper highlights the individual and organizational factors affecting employee engagement.

PARIPEX INDIAN JOURNAL OF RESEARCH

Gunjan Anand

Engaged employees are the true assets and retaining them depends on their adaptation of existing and challenging culture of the organization. The employees have different attitudes and approach in their workplace environment and they continuously strive in the positive manner to achieve those pre-defined goals once they enter the organization of their choice. The role played by engagement on employees is such that the behaviour, values and the expectations of employees is directed towards the fulfilment of overall organizational goals and individual goals. The literature survey of employee engagement showed a strong relationship with the employee's performance and to enhance this association the workplace environment of an organization shall always work towards learning new things and developing the ideas that help the employees to keep themselves engaged in a long term. The findings and measures of past studies has been thoroughly studied and analysed for their relevancy in enh...

Journal of Organisation & Human Behaviour

Publishing India Group

Since the conceptualization of engagement by Kahn in the year 1990, it has emerged as an important construct in the academic and practitioner literature. This importance can be attributed to the fact that engagement is touted to be a significant predictor of important organizational outcomes such as productivity, profitability, satisfaction, as well as retention. However, the construct of employee engagement is very vague and different researchers have defined and measured the construct differently. As a result of this, the construct of engagement is shrouded by a cloud of ambiguity. Since different measures are being developed and used, there is little consistency and consensus regarding what drives engagement and how engagement can be developed or increased. This inconsistency often creates confusion for managers and organizations to strategize engagement initiatives. The purpose of this paper is to review the construct of engagement and to systematically focus on drivers and outcomes of engagement in order to find out the gaps in the existing body of knowledge on engagement. Lastly, the paper attempts to develop a conceptual framework on the basis of which future empirical study may be conducted. OBJECTIVES The objectives of this paper are as follows: • to review key studies on drivers and consequences of engagement and identify the research gaps in the light of the past studies; • to develop a conceptual framework based on the identified research gaps for future empirical study. The review is presented in four sections: (a) methodology; (b) theoretical overview; (c) antecedents and consequences of employee engagement; and (d) discussion and conclusion.). Based on the purpose of the study, only scholarly data sources were identified for the review. The studies selected for review and analysis were chosen by searching specifically for the keyword 'employee engagement'. Those articles were selected where the term employee engagement featured either in the title or in the abstract. A total of 159 articles were found which contained the search word 'employee engagement'. In the next step, abstract of these articles were reviewed and they were sorted by relevance. Out of the total 159 articles, only 56 articles were found to be precisely associated with employee engagement. These articles were then read to ascertain Abstract Though employee engagement has emerged as a major construct, there is substantial amount of ambiguity regarding its conceptualization and measures. This paper makes an attempt to critically review the existing literature around the construct and identify research gaps in the field for systematic empirical investigation in order to substantiate future studies. Review of literature was done in order to examine the gaps in the current literature. Four major gaps were identified through the review. Also, a conceptual framework has been developed which incorporates the identified gaps in research to conduct future empirical studies.

punam singh

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Literature Review : Employee Engagement

Literature Review Employee Engagement Introduction In this globalised and fast changing world organisations are faced with tough strategic decisions, which ultimately allow them to survive, strive and have a competitive advantage. Achieving competitive advantage has been a wider topic that has been looked at from Academics, consultancy and organisation perspective. One way, organisations can achieve this is through managing human capital in a way that can help them attract, retain, and develop their employee, which in return can produce a workforce that is engaged, loyal, flexible and innovative. Employee engagement has received a vast amount of interest from the 1900’s till now. Employee Engagement is a phenomenal organisation, …show more content…

His method suggested organisations can archive productivity or increase it by cooperating, harmonising and combining intellectual interest of the work force. Khan’s (1990’s) defined engagement as ‘harnessing of organisational members, self to their work’ he has stated employee show this through three dimensions, it could be physically, cognitively and emotionally, which has a base of psychological state. In the early 2000, (Harter, Schmidt and Hayes (2002 p.269) defined engagement as ‘the individual involvement and satisfaction with as well as enthusiasm for work’. Gallup’s human sigma websid (2005) likens employee engagement to the concept of customer engagement which has the dimensions of confidence, integrity, pride and passion. The base for many researches has been factors that bring engagement and disengagement, traits that have influence on the level of engagement are meaningfulness, safety and availability. This highly resonates with (Maslow 1954) , According to Maslow you need to know where a person is on the hierarchical pyramid in order to motivate him/her. Then you need to focus on meeting that person’s needs at that level, this has been linked with how engagement can be achieved. Kahn’s model was conducted by (May et al., 2004) , and found the

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Robinson and Hay (2003) mentioned employee engagement as an evolution of past research which focuses on employee satisfaction, motivational approaches and commitment. This is a modernized version of job satisfaction. According to Robert J. Vance (2006), employees who are engaged in their work and committed to their organizations give companies crucial competitive advantage- including higher productivity and lower employee turnover. Now-a-days the companies’ objective is to retain the best talents and manage their performance for increasing company’s productivity and revenue.

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Literature Review Of Employee Engagement

A Research Paper On “A STUDY OF EMPLOYEE ENGAGEMENT ACTIVITIES AT ADOR WELDING LIMITED” Author PROF. SUNITA SHAH Assistant Professor SIBACA Co Author MEENA KUMAWAT MBA II-HR Sinhgad Institutes of Business Administration & Computer Application, Lonavala ABSTRACT: The game of economic competition has new rules. Firms should be fast and responsive. This requires responding to customer needs for quality, variety, customization, convenience and timeliness. Meeting these new standards requires a workforce that is engaged in their work. Employee engagement is the level of commitment and involvement an employee has towards his organization and its values. It is a measureable …show more content…

“This is about how we create the conditions in which employees offer more of their capability and potential.” – David Macleod Literature Review: Bateman and Grant (2003) state that the intrinsic motivation is said to exist when behaviour is performed for its own sake rather than to obtain material and social reinforces. Although Deming (1993) placed great weight on the value system .He acknowledged the value of intrinsic motivation and the need to engage workers in their work. It would appear that employee engagement is strongly linked to the work of classic motivation theorist and researches. OBJECTIVE: • To study the various employees engagement activities conducted by Ador Welding Limited for team members. • To analyse the satisfaction level of the employee pertaining to employee …show more content…

Engaged employee can contribute towards the productivity of the organization and the performance of an individual. The culture of the organization enables employees to live and work according to their personal and organizational values. As per the observations and analysis, the employees of Ador Welding Limited are engaged. They are clear about their tasks and the instructions that are being given to them by their team leaders. It means that the activities are quite effective in engaging the employees at lower level employees. All employee said that the managers communicate with them openly and honesty. Employees are satisfied with their job and organisation. Employees are happy with the existing employee engagement initiatives taken by the Ador Welding Limited but apart from all those activities, the organization needs to come up with more innovations in the existing activity. As the existing activity, helps in engaging the team members but it should be renewed because activity may fail in engaging the employees any time.

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1.4.1 Literature Review HRM practices are a process of engaging, motivating, and maintaining employees to ensure the organizational survival (Schuler and Jackson, 1987). According to (Delery and Doty, 1996) HRM practices are prepared and implemented in a way that human capital plays important role in achieving the goals and objectives of the organization. The appropriate use of HRM practices strongly influence the standard of employer and the degree of employee commitment (Purcell, 2003). HRM practices like, training and development, performance appraisal allow the employees to do better in order to enhance the organizational performance (Snell and Dean, 1992; Pfeffer, 1998).

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Bella’s: a case study in organizational behavior Ali Kareem Issa Daner Dlawar Anwar University Of Kurdistan Organizational Behavior Instructor: Dr. Natalia Danilovich December, 15, 2014 Give your understanding of job satisfaction and employee engagement, discuss/describe why each is important in organizational settings? First of all, "Job Satisfaction is a general expression of workers’ positive attitudes built up towards their jobs. "(Çelik, 2011, pp 2). In addition, job satisfaction is employee 's perception feelings about her/his job within the organization, also those feelings could be positive which means highly satisfied or negative which means highly dissatisfied.

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2.2. DEFINING EMPLOYEE ENGAGEMENT:

2.3 importance of employee engagement:, 2.4 employee engagement as a construct:.

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2.5 DRIVERS OF EMPLOYEE ENGAGEMENT:

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An Essayist Who Revels in Glorious Chaos

In her third essay collection, the poet and critic Elisa Gabbert celebrates literature and life through a voracious engagement with the world.

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By Lily Meyer

Lily Meyer is a writer, critic and translator. Her debut novel, “Short War,” came out in April.

ANY PERSON IS THE ONLY SELF: Essays , by Elisa Gabbert

“Any Person Is the Only Self,” the poet and critic Elisa Gabbert’s third collection of nonfiction, opens with an essay that should be, but isn’t quite, a mission statement. She starts by describing the Denver Public Library’s shelf for recent returns, a miscellaneous display of disconnected works she habitually browsed in the years she lived in Colorado. In part, Gabbert (who is also the Book Review’s poetry columnist) was drawn to the shelf for its “negative hype,” its opposition to the churn of literary publicity. But mainly, she enjoyed playing the odds. “Randomness is interesting,” she writes; “randomness looks beautiful to me.” At the essay’s end, she declares, “I need randomness to be happy.”

So does her prose. When “Any Person Is the Only Self” embraces the random, it’s terrific. When Gabbert neatens or narrows her essays, though, they can feel more dutiful.

“Any Person Is the Only Self” — a seemingly random title, and one to ignore; it’s fussier and vaguer than any of Gabbert’s actual prose — is primarily a collection about reading, akin to Anne Fadiman’s “Ex Libris” or Alejandro Zambra’s “Not to Read.” But it is also a loose meditation on the coronavirus pandemic and its impact on Gabbert’s life. During lockdown, she found herself yearning for the “subconscious energy” she gets “from strangers and from crowds, a complicating energy that produces ideas,” and relying on literature as a replacement. She developed a habit of listening to many hours of author interviews, seeking the social life she couldn’t have in person.

Unsurprisingly, this led to some soul-searching on the subject of writing, which appears in the gloriously scattershot “Somethingness (or, Why Write?).” In this essay, Gabbert is at her best. She strings together more than 30 writers’ reasons for writing, variously testing, mocking, admiring and relating to them. In doing this, she gives readers a kaleidoscopic view of ambition and inspiration, always looking toward the random or inexplicable elements of both. In her own case, she adds, she’s become obsessed with leaving behind a body of work, which, she’s decided, is “seven books, even short, minor books. … When I finish, if I finish, seven books I can retire from writing, or die.”

“Any Person Is the Only Self” is Gabbert’s seventh book, and although nothing about it is morbid, death shadows the text throughout. Of course, reflecting on Covid invites thoughts of mortality, but she also writes about her father-in-law’s passing, Sylvia Plath’s suicide and the recent trend of denouncing books by dead writers, as if it were “poor form to die.” (Gabbert, rightly, judges this both tacky and strange.)

But in literature, Gabbert finds not only life after death — she talks about the “metalife” of writing — but also a reason to live and engage with the world. “Any Person Is the Only Self” seems decidedly unlike the work of somebody who plans to retire from writing. Rather, it feels like an expression of gratitude for both the act of reading in itself and for reading as a route to conversation, a means of socializing, a way to connect.

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