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Apr 24, 2024 · Abstract. Employee engagement has emerged as a crucial factor influencing organizational performance and success, garnering significant attention from scholars and practitioners alike. This review ...
Although the case for employee engagement is often made on the basis that it contributes to performance, this is clearly not the only potential outcome of interest. Indeed, a fundamental argument for employee engagement is its mutual gains, leading to the good of the employer and the good of employees in tandem.
Jun 20, 2013 · This 10th iteration of the meta-analysis further confirmed the well-established connection between employee engagement and 11 performance outcomes: customer loyalty/engagement; profitability ...
Jun 3, 2019 · Work engagement is such a factor which is expected to be the most robust determinant of employee performance (just as it is in the private sector), and is positively related to good service provision, the improvement of client satisfaction, and quality of service (Vigoda-Gadot et al., 2013). By studying the effects of work engagement, we can therefore suggest to public and semipublic personnel ...
- Rick T. Borst, Peter M. Kruyen, Christiaan J. Lako, Michiel S. de Vries
- 2020
71%. of respondents rank employee engagement as very important to achieving overall organizational success. 72%. of respondents rank recognition given for high performers as having a significant impact on employee engagement. 24%. of respondents say employees in their organization are highly engaged.
May 24, 2013 · These are able to shed a more nuanced light on engagement, its antecedents and outcomes, enriching our knowledge of how individuals' experiences of engagement are associated with other attitudinal variables and organisational experiences such as leadership, as well as individuals' subsequent behaviours and intentions, thus advancing the reflexive process of ‘fixing’ engagement within a ...
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Jun 1, 2023 · Furthermore, the examination of more outcomes of engagement is recommended [51], such as the commitment of professionals depending on the perceived organizational support, more individual-level outcomes related to well-being, behavior and performance outcomes, more objective measures regarding counterproductive behaviors and workplace deviance as well as the prediction of various ...
