Marvelous Employee Engagement And Organisational Performance

During the past two decades employee engagement became a very popular managerial construct.

Employee engagement and organisational performance. Organisational performance stating that the more engaged employees are the better the organisation performs and has a positive influence on performance outcomes such as productivity profitability employee retention. The discussions contained herein show that employee engagement has a positive relationship and significant effect on organisational performance whilst on the other hand staff turnover has a negative and significant effect on organisational performance thereby confirming the robustness of the relationship between engagement and productivity. Organisations use different engagement building tools in order to stay competitive and improve performance.

All of which have been used as proxies for employee engagement. Employee engagement and performance management have traditionally been two separate facets of HRs role. Employee performance has a direct relationship with the performance of the organisation and its success Anitha 2013.

Finally employee engagement and performance have studied intensively in the context of manufacturing public and private sector textile insurance company education banking telecommunication etc but studies on the. However employee engagement involves some functional variables which are be beneficial to both the organisation and its employees but are mot limited to them. The study recommended that organization should emphasize on.

However engagement has emerged as a contested construct whose meaning is susceptible to fixing shrinking stretching and bending. Ultimately employee engagement impacts positively on employee behaviours leading to organisational success as measured against indicators such as productivity profitability safety customer satisfaction and corporate reputation employee commitment key staff retention among others particularly in changing labour markets Robinson 2004. 35 Organisational performance employee engagement and human resource activities While prior research has demonstrated an association between HRM and organisational performance recent evidence has argued that the link is mediated by a variety of attitudinal and behavioural constructs at the individual level especially affective and continuance commitment task performance job satisfaction.

The cognitive aspect of employee engagement concerns employees beliefs about the organisation its. Statistics that show that employee engagement affects organisational performance When compared to job groups with low levels of engagement employee groups with high levels of engagement experience 22 per cent higher profitability and. In engagement people employ and express themselves physically cognitively and emotionally during role performances.

Employee engagement is statistically significant with a Pearson correlation coefficient of 0533 at a level of significance of 0000. Employee Engagement and Organisational Performance Employee engagement have been found to have an impact on critical business success factors such as customer satisfaction employee turnover employee commitments and other related constructs which in turn affects organisational performance Right Management 2009. Though there is an increasing contribution in human resource consulting agencies on the concept of employee engagement yet there is a shortage of academic studies on that construct.