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Determinants of employee engagement and their impact on employee performance

机译：员工敬业度的决定因素及其对员工绩效的影响

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Purpose-The purpose of this paper is to identify the key determinants of employee engagement and their predictability of the concept. It also studies the impact of employee engagement on employee performance. Design/methodology/approach-Causal study was done to study the impact of relationships. A survey questionnaire was developed and validated using a pilot data (a = 0.975). Simple random sampling was used to select the employees from middle and lower managerial levels from small-scale organisations. A total of 700 questionnaires were distributed and 383 valid responses collected. Regression and structural equation modelling were used to predict and estimate the relationships. Findings-It was found that all the identified factors were predictors of employee engagement (r~2, 0.672), however, the variables that had major impact were working environment and team and co-worker relationship. Employee engagement had significant impact on employee performance (r~2, 0.597). Practical implications-Special focus and effort is required specifically on the factors working-environment and team and co-worker relationship as they have shown significantly higher impact on employee engagement and hence employee performance. Organisations shall focus on presenting a great environment for employees to work and promote programmes that would enhance peer relationships. Social implications-The determinants of employee engagement connote a healthy working atmosphere that reflects on the social impact created by the organisation. Employees would enjoy considerable attention in terms of the determinants being addressed. Originality/value-The research emphasises the growing importance and need for crystallisation of the concept of employee engagement. The research is unique in respect to the comprehensive model that is developed and validated.
机译：目的-本文的目的是确定员工敬业度的关键决定因素及其概念的可预测性。它还研究了员工敬业度对员工绩效的影响。设计/方法/方法-因果关系研究已进行，以研究关系的影响。制定了调查问卷，并使用试点数据进行了验证（a = 0.975）。简单随机抽样用于从小型组织的中层和下层管理人员中选择员工。总共分发了700份问卷，收集了383份有效回复。回归和结构方程建模用于预测和估计关系。调查结果发现，所有确定的因素都是员工敬业度的预测因子（r〜2，0.672），然而，影响最大的变量是工作环境以及团队和同事关系。员工敬业度对员工绩效有显着影响（r〜2，0.597）。实际含义-特别需要特别关注和努力工作，因为工作环境，团队和同事之间的关系对员工敬业度和员工绩效的影响要大得多。组织应专注于为员工提供一个良好的工作环境，并促进可增进同伴关系的计划。社会影响-员工敬业度的决定因素意味着健康的工作氛围，反映了组织创造的社会影响。在解决决定因素方面，员工将受到相当大的关注。原创性/价值-该研究强调了员工敬业度概念日益重要的重要性和必要性。该研究在开发和验证的综合模型方面是独一无二的。

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