• 主题
高级搜索  >
历史搜索 清空历史
首页> 外文期刊>The International Journal of Productivity and performance management >The influence of time on employee engagement in the SA business environment
【24h】

The influence of time on employee engagement in the SA business environment

机译：时间对SA业务环境中员工敬业度的影响

获取原文
获取原文并翻译 | 示例
           
页面导航
  • 摘要
  • 著录项
  • 相似文献
  • 相关主题

摘要

Purpose - The purpose of this paper is twofold: first, to investigate the influence of time on the results of the dimensions of employee engagement; and second, to determine whether there are any significant differences between the levels of engagement of the different demographic groups, so as to determine specific future interventions to improve employee engagement. Design/methodology/approach - This study adopted a quantitative approach employing a survey which used a questionnaire to collect data from the same convenience sample, over a three-year period. The differences were tested by measuring change through an analysis of variance. Findings - Three dimensions, namely, team commitment, team orientation and organisational strategy and implementation were significantly higher in the third than first period. Africans and respondents on lower job grades reported significantly lower levels of engagement than white respondents and top management. Research limitations/implications - The limitation of the study is the low participation rate of some groups. Practical implications - Top management can foster engagement in addition to introducing effective interventions, based on sound measurement, to improve employees' engagement levels. Social implications - Engaged employees are happy/healthy, which can be expected to spill over to their lives outside of the workplace and thus favourably influence society. Originality/value - Limited longitudinal research in connection with employee engagement is published. This study provides evidence of a valid barometer for a multicultural, developing economy, against which employee engagement can be measured.
机译：目的-本文的目的是双重的：首先，研究时间对员工敬业度结果的影响；其次，确定不同人口群体的敬业度之间是否存在显着差异，以便确定未来特定的干预措施以提高员工敬业度。设计/方法/方法-这项研究采用了一种定量方法，即采用一项调查，该调查使用了问卷，在三年的时间内从相同的便利性样本中收集数据。通过通过方差分析测量变化来测试差异。调查结果-第三阶段的团队承诺，团队定位，组织战略和实施三个维度明显高于第一阶段。非洲人和工作等级较低的受访者表示，他们的敬业度明显低于白人受访者和高层管理人员。研究的局限性/含义-研究的局限性在于某些群体的参与率低。实际意义-除基于有效度量的有效干预措施外，高层管理人员还可以促进敬业度，以提高员工的敬业度。社会影响-敬业的员工会感到快乐/健康，这可能会扩散到工作场所之外的生活，从而对社会产生积极影响。原创性/价值-有关员工敬业度的有限纵向研究已经发表。这项研究为多元文化，发展中的经济提供了一个有效的晴雨表，可以用来衡量员工敬业度。

著录项

相似文献

  • 外文文献
  • 中文文献
  • 专利
获取原文

客服邮箱：kefu@zhangqiaokeyan.com

京公网安备：11010802029741号 ICP备案号：京ICP备15016152号-6 六维联合信息科技 (北京) 有限公司©版权所有

  • 客服微信

  • 服务号