A Study of the Effects of Employee Engagement on Job Satisfaction:Mediating Effect of Labor Relations Climate

With the rapid advancement of new technologies and the transformation of the economic model on a global scale,enterprises are facing unprecedented changes in the external environment and more diversified demands from employees.Therefore,it is essential for enterprises to bolster employee engagement by enhancing employees’job satisfaction,building a stable and harmonious internal climate,and adapting to the dynamic,complex external environment.This study analyzes the positive effects of employee engagement on job satisfaction,explores the mediating effect of labor relations climate in the relationship between the two,and proposes corresponding practical countermeasures and suggestions.

Exploring the Relationship between Corporate Social Responsibility, Employee Engagement, and Organizational Performance: The Case of Jordanian Mobile Telecommunication Companies

The aim of this research is to explore the relationship between corporate social responsibility, employee engagement, and organizational performance in Jordanian mobile telecommunication companies. A total of 350 questionnaires containing 37 items were used to collect information from the respondents. Multiple and simple regression analyses were conducted to test the research hypotheses. Results of the current study revealed that corporate social responsibility (both internal and external) and employee engagement (vigor, absorption, and dedication) have a significant positive relationship with organizational performance. Also, the results revealed that there is a significant positive relationship between corporate social responsibility (internal CSR and external CSR) and employee engagement. The Baron and Kenny mediation model and Sobel test were used to test whether employee engagement mediated the relationship between corporate social responsibility and organizational performance. The results showed that employee engagement fully mediated the relationship in a significant way. The results of the current study have many managerial implications for mobile telecommunication companies. In order to enhance organizational performance, decision makers must work on creating and maintaining an efficient corporate social responsibility agenda, which would increase employees’ engagement in their work which will lead to improved performance outcomes.

Employee Engagement and a Company‟s Sustainability Values:A Case Study of a FinTech SME

There is growing interest into the relationship in workplace behaviour,organisational sustainability values,and psychological factors including motivation and engagement.Employee engagement influences the workplace behaviour of organisational members.Environmental,Social,and Governance(ESG)performance has gained academic,corporate,and political interest in recent years.Investors are increasingly interested in the relationship between ESG and financial suitability and return on investments.This empirical study will explore the relationship between corporate activity in the area of ESG and employee engagement within an SME in the FinTech sector.A mixed method approach will be used to collect information on internal stakeholder attitudes to a firm‟s sustainability values.An employee engagement survey was analysed(n=81)to scope employee attitudes towards ESG values.This study utilised a combination of two focus groups with employees(participants n=9),semi-structured interviews with board members and HR managers(n=6).A thematic analysis of employee‟s perspectives of the company‟s ESG commitment and implications for employee engagement will be presented.Findings indicate that internal stakeholders express a strong interest in the organisation‟s sustainability and desire to be involved in the company‟s ESG dialogue.The importance of ESG investing in the financial sector was widely understood.Areas of good ESG practice,particularly in social values were identified.Participants expressed desire to work for organisations with strong ESG commitments.They believed a focus on ESG adds to long-term financial stability,investor attractivity and aligned to their own values.This study has important practical implications for organisations strategically investing in ESG practices.Insights into internal stakeholder perceptions can be used to constructively formulate an ESG strategy that enhances employee engagement and adds to the sustainable success of an organisation.This case study of an SME in the FinTech sector adds original insight into the implementation of ESG and employer engagement.It proposes practical ways a culture of ESG engagement can be communicated within the organisation and to external stakeholders.

Differential Mode of Status： Theoretical Perspectives and an Analysis on Its Impact on Employee Engagement

With the gradual deepening of China＇s economic reform, ＂differential mode of status,＂ which is created by the dual-track employment system in state-owned enterprises, has become a major hindrance for employees＇ enthusiasm and initiative in workplaces. Drawing upon the ＂differential mode of status＂ theory, this paper firstly explores the internal relationships among ＂differential mode of status,＂ employees＇ perception of fairness and sense of belonging, and employee engagement. Then the mechanism of ＂differential mode of status＂ influencing employee engagement is discussed. Lastly, coping strategies are brought forward based on the actual situation of low work devotion especially in China＇s state-owned enterprises.

Study of impact of Human resource policies on employee engagement

How to mobilize the enthusiasm of employees working in human resources management has always been the core issue. Employee engagement is a positive mental state of employers; it can be used to measure affective, cognitive and behavioral aspects of the organization and work involvement, which embodies the people-oriented management thinking. Employee engagement has a positive and predictive effect on business performance, customer satisfaction, and employee well-being. Employee engagement directly affects individual behavior and business performance, and thus it determines the competitiveness of enterprises. This paper first discusses the academic definition of employee engagement, and then bases on the relevant theoretical models to analyze employee engagement mechanisms and factors influencing decisions, and finally proposes enterprises to enhance employee engagement of specific measures.

The Impact of Spiritual Leadership on Employee’s Work Engagement--A Study Based on the Mediating Effect of Goal Self-Concordance and Self-Efficacy

The average stress of people in China’s workplace is reaching the peak in recent two years.To improve employee’s positive psychological factors,Spiritual leadership has a good performance in this regard.Based on the mediating effect of goal self-concordance and self-efficacy,this paper further studies the impact of spiritual leadership on employee’s work engagement.Through the empirical study,the following conclusions are drawn:(1)Spiritual leadership significantly positively affects the employee’s work engagement.(2)Spiritual leadership has a significant positive effect on goal self-concordance and self-efficacy.(3)Goal self-concordance and self-efficacy have significant positive effects on employee’s work engagement.(4)Goal self-concordance and self-efficacy play a partial mediating role in the process of spiritual leadership’s impact on employees’work engagement.This study found the new mediator which partly revealed the mechanism between the effectiveness of Spiritual Leadership and employee’s work engagement.This study may serve as one of the researches for improving the effectiveness of leaders in organizations and promoting the motivation of employees in the workplace.

A Case Study of Employees＇ Engagement Practice in Corporate Responsibility Program

Organizational corporate social responsibility is a good practice by organizations. Organizations engagement in corporate social responsibility programs may benefit the organization and stakeholders. The focus of this paper is to explore the extent of employees＇ engagement in the organization＇s corporate responsibility programs by utilizing Unerman＇s （2007） stakeholders engagement framework. The main research question is how employees engage themselves in corporate social responsibility programs. This study employs a case study research design approach. The findings have shown that there is empowerment between employees and the management in the corporate social responsibility programs. Their involvement appears from their feedbacks and views in the surveys as well as discussion with regards to corporate responsibility programs. All in all, employees＇ engagement is seen as an important practice in the organization, particularly in planning, implementing, monitoring, and reporting the corporate responsibility program.

Critical Success Factors for Citizen Development

The purpose of the research was to assess the impact of Citizen Development activities on digital transformation. The research identified eight categories that contribute to the success of Low-code No-code (LCNC) projects: 1) Strategy;2) Infrastructure;3) Technology;4) Processes & Procedures;5) Governance;6) Culture;7) People;8) Goals & Metrics and selected six critical success factors from these categories: 1) Operational Efficiency;2) Time Savings;3) Timeframe to Realize Value;4) Employee Engagement;5) Participation;6) Number of Sponsored Ideas. End users of the digital transformation efforts through Citizen Development were asked to assess the six critical success measures in terms of performance and importance criteria. The research results identified that focus should be applied to improving “Timeframe to Realize Value”, on “Operational Efficiency”, and on “Time Savings” to deliver success.

The mediating role of organizational commitment between calling and work engagement of nurses: A cross-sectional study

Objective: Nurse shortage is a critical problem for global healthcare services.It impacts the quality of clinical care.Work engagement is the core competence of hospitals,which indicates employee's positive attitude toward organization and work.This study aimed to explore the relationships among calling,organizational commitment,and work engagement.Methods: A cross-sectional study was designed,and 320 nurses from tertiary hospitals in China completed the questionnaires that included demographic information,calling scale,employee engagement scale,and organizational commitment scale.Pearson correlation was performed to test the correlations among calling,organizational commitment,and work engagement.Stepwise regression analyses were performed to explore the mediating role of organizational commitment.The bootstrap method was employed to confirm the mediating effect.Results: Nurses' work engagement score was at the medium degree,whereas calling and organizational commitment were in the medium to high level.The results revealed that calling,organizational commitment,work engagement,and each dimension were positively correlated with one another (r=0.145-0.922,P < 0.01).The organizational commitment plays a partially mediating effect between calling and work engagement (β =0.603 to 0.333,P < 0.01).Conclusions: The mediation effect of organizational commitment was verified,which provided a comprehensive understanding of how calling impacted work engagement.Moreover,administrators should not only promote interventions to increase work engagement but also pay attention to calling and organizational commitment so as to improve their work engagement.Taken together,increased level of work engagement is required in the current nursing field.

Humanizing the Culture of Technology Teams: Strategies for Creating Healthier and More Productive Work Environments

With the advancement of technology, companies are increasingly dependent on technology teams to stay competitive. However, members of these teams often work in stressful and unhealthy environments, which can undermine their productivity and well-being. The humanization of the culture of technology teams is an approach that aims to create healthier and more productive work environments for team members, promoting balance between personal and professional life. Despite the importance of a healthy and productive work environment, many companies do not invest in strategies to humanize the culture of their technology teams. This can lead to high levels of stress, staff turnover and low productivity. The objective of this project is to identify effective strategies to humanize the culture of technology teams and create healthier and more productive work environments in digital companies. For this, factors such as management styles, psychological safety, human-centered development, individual beliefs and time and energy management will be analyzed. The project’s methodology will include a literature review on the subject and qualitative data analysis will be performed using a content analysis approach. This project will contribute to the advancement of knowledge about the humanization of the culture of technology teams in digital companies. The results can be applied to companies that want to create healthier and more productive work environments for their team members.

Organizational Psychology Revisited: Recent Applications of Goal-Setting Theory

Purpose:Goal Setting Theory(GST)created by Edwin Locke and Gary Latham has proven to be an incredibly versatile theory.Its widespread utilization has proven it to be a valuable theory to further explore and understand.The purpose of this paper is to examine current approaches to and practices of GST.Methodology:This systematic literature review is based on 12 recent articles using GST and examining their collective findings.The articles were a mix of theory description,quantitative experiments,empirical experiments,and literature review.Findings:Most of the reviewed literature agreed that further and more defined research would be greatly beneficial for future applications of this theory.Given the broad nature of this theory,a more defined approach would likely prove useful for future utilization.Value:Exploring the multitude of ways this theory has already been applied gives an understanding of shortcomings as well as successes.Reviewing the current available literature allows GST to be utilized in a more precise way in the future.

Identifying the Determinants for Attractiveness of Integrated Forms of Care from the Perspective of Health Care Professionals

Fostering integration between caregivers in the ambulatory sector involves transforming the institutional, organizational and technical flamework but also redesigning the work performed by health care professionals. Empirical research on the implementation of integrated care highlights professional engagement and commitment as a key success factor during the change process. Although a mismatch of motives during the integration process is often reported only a few studies have explored motivational aspects of health care integration. The aim of this study is to explore motivational factors for health care professionals in order to identify the determinants of attractiveness of integrated forms of care. An online-questionnaire was developed to identify the most important motivational factors for health care professionals and to reflect their perceptions on the attractiveness of interdisciplinary forms of care. The sample includes practicing physicians （general practitioners and specialists）, practicing nurses and non-physician professions （physiotherapists, midwives, speech therapists, occupational therapists）. Findings suggest that health care professionals are highly motivated by intrinsic motivators. Physicians turned out to be the most reluctant group towards integrated care models. Participating in integrated forms of care would challenge working independently which represents a strong motivator. The responses of nurses suggest that they are the most favorable group. Integrated care forms would be attractive offering more possibilities for social relationships, expanding responsibilities and challenging work. Results support the importance of health workforce engagement and participation in planning health care integration.

Nurses Turnover: Retention of the Staff

An extended literature review has been conducted about nurses’ turnover, and how to retain the staff by applying appropriate Human Resources theory in the healthcare organisation, to retain nurses and eliminate turnover. This is through exploring the Human Resource Management issue related to nurses’ high turnover and the reason which is behind to leave their hospitals in Kuwait. Also, the study will critically examine the working nature and the issue behind nurses’ turnover. In addition, motivational theories will be used in this paper and will apply some strategies that can be used to avert the causes of the problem, to ensure that nurses are retained within their organisations. Aim: To enhance employee loyalty to their organisations and effectively retain nurses’ staff in X organisation, with a particular reference to Human Resources Management. Methodology: Various literature, journals, articles, reports and books were reviewed to achieve the aim of this paper, specific consideration was given to the leadership. A relevant Human Resources Theory was applied with leadership support to retain nurses in the organisation and to reduce nurses’ turnover. Findings: Leaders are important to develop a considerable retention strategy within the organisation, by increasing the nurse’s loyalty and satisfaction through different techniques such as policy and guidelines, motivating through allowances and leave, further changing the system. Recommendations: To provide extensive training to the leaders to enhance their skills in managing the organisation and staff. To overcome the issues that interfere with nurses’ satisfaction and solve the issues to retain the nurses.