Employees usually play a key role in organizations; they are the supreme resource an organization can have and it is through their involvement and commitment that the organization can become competitive (Sempane et al, 2002 as cited in Griffith, 2013). Organizational commitment has been accepted as an important concept over the last three or four decades because of its relationship and role to organizational effectiveness, and it have been defined, measured, and studied in research in various contexts (Mathieu & Zajac, 1990; Saimir & Jonida, 2013). According to Chiang (2008) when employees cleave to identification and share sense of belonging in an organization, they will consider themselves associated to the organization and will work hard
Job involvement are often thought-about as a crucial live of structure effectiveness that will be influenced by job satisfaction. Job involvement would be thought-about together of the variables influencing the employee’s perception, strength and satisfaction of wants. Job involvement represents the degree to that employment state of affairs is believed of as being central to one’s life or self –
Employees with a higher level of job satisfaction are less likely to be absent or to leave. From the above study, it can be deduced that organization culture has a great influence on employee’s commitment. This is due to the fact that that employees have a strong preference with working environment which are innovative, creative, and not dependent on macro-management and adherence with fellow colleagues. Management need to maintain conducting the “one-to-one” with their staff they manage directly to mutually set achievable work goals as well as
Job role 5. Profession 6. Customers 7. Career and self-development Employee Engagement has been in discussion since the early 1990s and growing body of evidence that demonstrates the importance of employee engagement to organisational performance. Much stress is being given to this area in order for the organisation to achieve its maximum potential through optimum utilization of its human resources while still looking after the well-being of the
EMPLOYEE ENGAGEMENT Employee engagement is the relationship between the organization and the employees. An engaged employee is very enthusiastic about their work and takes positive actions to improve and enhance the organization’s image. It is therefore, the level of commitment and involvement employees have towards their organization and its values. Engaged employees care about the future of the company and are willing to invest the discretionary efforts to see the organization succeeds. Employee Engagement is the passion employees have.
They promote the very best in the organization and work towards its success. The concept of employee engagement is new to the business and academic world. Still, research is continuing to link employee engagement to various organizational outcomes, including customer reliability and performance errors (Gonring, 2008). Engage employees say positive things in regards to their work environment, endeavor to go above and deliver the exceptional work. There are three levels of employee engagement in an organization; passionate, psychological and physical engagement.
This actually increase the quality of work and organization performance. Identity is one of the main factors produced by organization culture. The believes, values and experience contribute to brand image where the organization become known, respected and
Employee engagement is a workplace approach resulting in the right conditions for all members of an organisation to give of their best each day, committed to their organisation’s goals and values, motivated to contribute to organisational success, with an enhanced sense of their own well-being. Employee engagement is based on trust, integrity, two way commitment and communication between an organisation and its members. It is an approach that increases the chances of business success, contributing to organisational and individual performance, productivity and well-being. It can be measured. It varies from poor to great.
Besides, it has been defined in ways that overlap with other organizational behavior constructs such as organizational commitment, job satisfaction and organizational citizenship behavior (Saks 2006). Engagement involves the use of cognitive, emotional and behavioral energies at workplace while working in coherence with the organization’s objectives and strategies (Andrew & Sofian, 2011). Kahn was the first to define engagement in light of employees’ psychological presence while performing an organizational role. Researches show that there is a connection between engaged employees and business performance (Harter et al., 2002).Engaged employees display greater organizational commitment and low tendency to leave the organization (Schaufeli and Bakker
Employee commitment has become a prominent topic of interest for workplace and organizational researchers and psychologists in recent years. Irefin & Mechanic (2014) conducted a research piece on the “Effect of Employee Commitment on Organizational Performance in Coca Cola Nigeria Limited Maiduguri, Borno State. This paper aimed to examine the level of employee commitment to a particular company, in this case Coca Cola, and investigate would these levels influence organizational performance and employee turnover while also analysing dimensions of employee commitment. The Cambridge English dictionary defined commitment in the terms of a “willingness to give time and energy to something that you believe in, or a promise or firm decision to do