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Journal articles on the topic 'Engagemang i organisationen'

Author: Grafiati

Published: 4 June 2021

Last updated: 10 February 2022

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1

Jafari, Said. "Enhancing Security Culture through User-Engagement." International Journal of ICT Research in Africa and the Middle East 6, no. 1 (2017): 31–39. http://dx.doi.org/10.4018/ijictrame.2017010103.

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This paper presents the survey conducted to assess end-user engagement in building organisation's security. A total of forty-eight (48) responses were collected from fifteen (15) mid-sized business organisations and institutions in Tanzania. The results show that little has been done to facilitate end-user engagement in building secure organisation. Also, the survey showed that old security problem such as passwords sharing still exist. The findings from this paper can be used by security officers and implementers within organisation to build and maintain sustainable secure organisation.

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Farndale, Elaine, Susanne E. Beijer, Marc J.P.M. Van Veldhoven, Clare Kelliher, and Veronica Hope-Hailey. "Work and organisation engagement: aligning research and practice." Journal of Organizational Effectiveness: People and Performance 1, no. 2 (2014): 157–76. http://dx.doi.org/10.1108/joepp-03-2014-0015.

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Purpose – To date, work engagement has been the domain of academics whilst organisation engagement has been the focus of practice. The purpose of this paper is to address the growing divide by exploring the construct clarity and discriminant validity of work and organisation engagement simultaneously, providing insight into how these constructs relate empirically, as well as investigating the nomological network of each. Design/methodology/approach – Empirical data were collected through online surveys from 298 employees in two multinational companies. Respondents were primarily managerial and

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Mohammed Sayed Mostafa, Ahmed, and Jie Shen. "Ethical leadership, internal CSR, organisational engagement and organisational workplace deviance." Evidence-based HRM: a Global Forum for Empirical Scholarship 8, no. 1 (2019): 113–27. http://dx.doi.org/10.1108/ebhrm-03-2019-0026.

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Purpose Drawing on social information processing theory and organisational identity theory, the purpose of this paper is to examine the social and psychological process through which perceived ethical leadership influences employee deviant behaviours towards the organisation. Specifically, a sequential mediation model is developed in which ethical leadership is related to employee perceptions of internal corporate social responsibility (CSR), which, in turn, are related to organisational deviance through organisational engagement. Design/methodology/approach Structural equation modeling was pe

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Bolsin, Stephen, Jenny Carter, Aileen Kitson, Donna Walter, and Stephen Roberts. "Clinical engagement: a new concept or common sense all round?" Australian Health Review 43, no. 4 (2019): 392. http://dx.doi.org/10.1071/ah18010.

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Clinical engagement has supplemented clinical governance in healthcare to strengthen the contribution of medical professionals to the assessment of clinical outcomes for patients. Assessments of clinical engagement have, until now, been qualitative; this case study introduces the concept of quantitative assessment of clinical engagement by measuring the number of patients managed according to specialist society guidelines. Such an assessment engages all staff (medical, nursing, allied health and pharmacy) involved in patients receiving treatment according to such guidelines and provides an ass

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Nienaber, Hester, and Nico Martins. "Exploratory study." TQM Journal 32, no. 3 (2020): 475–95. http://dx.doi.org/10.1108/tqm-05-2019-0151.

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PurposeEmployee engagement recently emerged as a promising mechanism to improve organisational effectiveness and accordingly reduce the performance gap. This paper empirically demonstrates which employee engagement dimension(s) act as the strongest dimension to enhance the levels of employee engagement and consequently organisational effectiveness.Design/methodology/approachThis study used a quantitative approach, specifically a survey design, using a questionnaire to collect data. Regression analysis was applied to predict the impact of the employee engagement dimensions on the level of emplo

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Ganie-Rochman, Meuthia, and Rochman Achwan. "Civic Organisations and Governance Reform in Indonesian Cities." Asian Journal of Social Science 37, no. 5 (2009): 799–820. http://dx.doi.org/10.1163/156848409x12474536440663.

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AbstractMuch has been written about Indonesia's decentralisation since the fall of Soeharto. Scholars have developed different perspectives and provided useful analyses on 'right governance', but they seem to have largely neglected the organisational problems of civic organisations engaged in governance reform. By employing the concepts of legitimacy, organisational field and networks familiar in the sociology of organisation, this paper explores ways in which they develop and transform their organisations and networks, creating political issues and, mobilising the public. Three cities — Padan

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Elmer, Shandell, and Sue Kilpatrick. "Another look at the culture-quality-performance link." Australian Journal of Primary Health 14, no. 2 (2008): 35. http://dx.doi.org/10.1071/py08020.

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Quality improvement is usually driven by quality, safety and risk agendas leading to a focus on measurements of the outputs of care; outputs such as fewer complaints, fewer accidents and adverse events. An oft-neglected theme is the impact of the quality improvement initiative within the organisation itself. This paper presents the findings of the first stage of an evaluation that has examined the changes which have occurred within organisations since participating in a quality improvement initiative. These findings indicate that engaging with a quality improvement program can change the natur

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Valk, Reimara, and Sandra Hannon. "Engaged and energized in the Energy industry." Journal of Global Mobility: The Home of Expatriate Management Research 4, no. 3 (2016): 345–79. http://dx.doi.org/10.1108/jgm-11-2015-0052.

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Purpose The purpose of this paper is to explore engagement of flexpatriates on rotational and regular field assignments in the energy industry, theoretically grounded in the “Four Fundamental Pillars of Engagement”. Design/methodology/approach In an exploratory case study within a global organisation in the energy industry, in a post-merger/acquisition integration stage, the authors interviewed 24 rotational and regular field assignees of seven different nationalities, residing at nine different global locations. Findings The results of the case study show that the following newly identified d

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Colbran, Richard, Robyn Ramsden, Karen Stagnitti, and Samantha Adams. "Measures to assess the performance of an Australian non-government charitable non-acute health service: A Delphi Survey of Organisational Stakeholders." Health Services Management Research 31, no. 1 (2017): 11–20. http://dx.doi.org/10.1177/0951484817725681.

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Organisation performance measurement is relevant for non-profit charitable organisations as they strive for security in an increasingly competitive funding environment. This study aimed to identify the priority measures and indicators of organisational performance of an Australian non-government charitable organisation that delivers non-acute health services. Seventy-seven and 59 participants across nine stakeholder groups responded to a two-staged Delphi technique study of a case study organisation. The stage one questionnaire was developed using information garnered through a detailed review

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Rimmer, Mark. "The art of survival: community-based arts organisations in times of austerity." Community Development Journal 55, no. 2 (2018): 295–312. http://dx.doi.org/10.1093/cdj/bsy036.

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Abstract This article examines the consequences of shifts in the terms of engagement with the state – since the onset of the global financial crisis in 2008 – for small-scale UK arts-based community organisations. Through an engagement with the accounts of key stakeholders from three case study organisations, the article considers the nature and extent of organisational changes in four main respects: the activities undertaken, the people and groups engaged, the income streams accessed and understandings of role or mission. Having outlined the variable fates of each organisation over this perio

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Wiley, Jack, and Francis Lake. "Inspire, Respect, Reward: re-framing leadership assessment and development." Strategic HR Review 13, no. 6 (2014): 221–26. http://dx.doi.org/10.1108/shr-06-2014-0039.

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Purpose – The purpose of this paper is to describe how a major financial services organisation used the results of an independent research project to alter its approach to leadership assessment and development. Design/methodology/approach – The research project involved collecting employee opinion data from roughly equal samples of employees from 22 countries worldwide (total n = 47, 236). Subsequent linkage research analyses involved employee opinions being correlated with measures of customer satisfaction and financial performance for up to 187 organisations worldwide. Findings – Findings re

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Daya, Preeya. "Diversity and inclusion in an emerging market context." Equality, Diversity and Inclusion: An International Journal 33, no. 3 (2014): 293–308. http://dx.doi.org/10.1108/edi-10-2012-0087.

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Purpose – The extreme demographic misrepresentation of organisations is a key business and societal issue in South Africa (SA). The purpose of this paper is to provide organisations that are committed to the creation of a diverse and inclusive environment with key considerations that need to be managed in order to create more diverse drive transformation. Design/methodology/approach – This research uses a combination of quantitative and qualitative techniques to gain an understanding of the elements that need to be managed to enhance perception of inclusion in the SA workplace. Findings – The

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Corbett, Greg, Ian Collier, and Sophy Palmer. "Public Engagement - More than just fun." EPJ Web of Conferences 245 (2020): 08025. http://dx.doi.org/10.1051/epjconf/202024508025.

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Public Engagement (PE) with science should be more than “fun” for the staff involved. PE should be a strategic aim of any publically funded science organisation to ensure the public develops an understanding and appreciation of their work, its benefits to everyday life and to ensure the next generation is enthused to take up STEM careers. Most scientific organisations do have aims to do this, but very few have significant budgets to deliver this. In a landscape of ever tightening budgets, how can we develop a sustainable culture of PE within these organisations? UKRI/STFC’s Scientific Computin

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Parkes, Louise P., and Peter H. Langford. "Work–life bal ance or work–life alignment? A test of the importance of work-life balance for employee engagement and intention to stay in organisations." Journal of Management & Organization 14, no. 3 (2008): 267–84. http://dx.doi.org/10.1017/s1833367200003278.

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AbstractIn an Australian sample of over 16,000 employees we assessed whether employees are satisfied with their ability to balance work and other life commitments. We tested the hypothesis that work–life balance is important for engaging and retaining employees in the context of other aspects of organisational climate. We also explored how individual and organisational variables were related to work–life balance aiding further development of theory integrating work with other aspects of life. Results showed that of 28 organisational climate factors, work–life balance was least related to emplo

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Parkes, Louise P., and Peter H. Langford. "Work–life bal ance or work–life alignment? A test of the importance of work-life balance for employee engagement and intention to stay in organisations." Journal of Management & Organization 14, no. 3 (2008): 267–84. http://dx.doi.org/10.5172/jmo.837.14.3.267.

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AbstractIn an Australian sample of over 16,000 employees we assessed whether employees are satisfied with their ability to balance work and other life commitments. We tested the hypothesis that work–life balance is important for engaging and retaining employees in the context of other aspects of organisational climate. We also explored how individual and organisational variables were related to work–life balance aiding further development of theory integrating work with other aspects of life. Results showed that of 28 organisational climate factors, work–life balance was least related to emplo

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Singh, Ajay Kumar, and Rajender Kumar. "Correlates of Professional Obsolescence among Researchers." Defence Science Journal 69, no. 6 (2019): 557–63. http://dx.doi.org/10.14429/dsj.69.15043.

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Obsolescence setting in the employees of the organisations significantly hampers the organisational productivity. An empirical investigation of the associated factors and the efforts to minimise them help in designing strategies to deal with obsolescence and maintain optimum effectiveness of the organisation. As an attempt in this direction, the present study aimed at exploring the role of literature-suggested correlates of obsolescence in case of researchers in an Indian government organisation. The sample included 200 participants (146 males and 54 females) working as researchers in governme

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Uren, Hailie, Branislav Vidakovic, Michael Daly, Kellie Sosnowski, and Vladimir Matus. "Short-notice (48 hours) ACCREDITATION trial in Australia: stakeholder perception of assessment thoroughness, resource requirements and workforce engagement." BMJ Open Quality 8, no. 3 (2019): e000713. http://dx.doi.org/10.1136/bmjoq-2019-000713.

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BackgroundExternal, independent accreditation assessments of healthcare organisations are necessary to ensure the nationally legislated minimum standards of quality and safety (QS) are met. The predetermined scheduling of the assessments continues to be criticised due to the high level of organisational emphasis on preparing for accreditation.ObjectivesTo determine the stakeholder perception of assessment thoroughness, staff resource requirements and workforce engagement changes if only 48 hours’ notice is given to an organisation prior to an accreditation assessment, compared with the standar

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Atulkar, Sunil, and Bikrant Kesari. "A Review on Art of Creating Values in Retail for Improving Business Performance." Journal of Business Administration Research 7, no. 1 (2018): 22. http://dx.doi.org/10.5430/jbar.v7n1p22.

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Today the retail business environment becomes more complex and unpredictable in nature. In this research article researchers try to discus on engagement of arts in creating values in retail sector organisations. As the art based methods are used in various organisational developments, so this paper focused on four processes proposed by Darso and Dawids (2002) in retail sector organisation, to identify how these methods innovatively works on retail customers and why these process are important for the retail organisation performance. We identifies that the retailers should have to focus on the

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Sehunoe, Norah, Rian Viviers, and Claude-Helene Mayer. "Job satisfaction, organisational commitment and work engagement in an insurance company." African Journal of Employee Relations (Formerly South African Journal of Labour Relations) 39, no. 2 (2019): 123–44. http://dx.doi.org/10.25159/2520-3223/5875.

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Retaining talented employees and keeping them healthy and well are increasingly important challenges for organisations in the age of the knowledge worker. Organisations are interrogating aspects such as the reasons why some employees are more satisfied, committed and engaged to their organisations than others. Another question is: what should managers do to ensure employee wellness within their organisations? This study explores the relationship between job satisfaction, organisational commitment and work engagement. Spectorâ€™s (1997) Job Satisfaction Survey, Allen and Meyerâ€™s (1990) Organi

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Arslan, Muhammad, and Jamal Roudaki. "Examining the role of employee engagement in the relationship between organisational cynicism and employee performance." International Journal of Sociology and Social Policy 39, no. 1/2 (2019): 118–37. http://dx.doi.org/10.1108/ijssp-06-2018-0087.

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PurposeOrganisational cynicism (OC) is a growing trend in contemporary organisations. However, its impact on employee performance (EP) remains understudied. The purpose of this paper is to address this gap by investigating its effect on EP. The study also investigates the moderating effect of employee engagement (EE) on the relationship between OC and EP.Design/methodology/approachPrimary data are collected through questionnaire from employees (N=200) of various health organisations in Pakistan by employing a convenient sampling technique. Hierarchical multiple regression is employed by using

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Hlongwane, Veronica, and Ophillia Ledimo. "Human resources engagement practices: An investigation of organisational justice perceptions." Corporate Ownership and Control 14, no. 1 (2016): 611–19. http://dx.doi.org/10.22495/cocv14i1c4art7.

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Literature assumes that organisational justice has an impact on employee related behaviours. Yet there is limited empirical research on organisational justice and employee engagement to support the literature. The purpose of this study was to investigate the role of organisational justice for human resources engagement practices in a South African public service organisation. Organisational Justice Measurement Instrument (OJMI) was used as a measure of organisational justice and the Ultrech Work Engagement Scale measured the participants’ levels of work engagement. Data was collected from a ra

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Hovlid, Einar, Geir Sverre Braut, Einar Hannisdal, et al. "Mediators of change in healthcare organisations subject to external assessment: a systematic review with narrative synthesis." BMJ Open 10, no. 8 (2020): e038850. http://dx.doi.org/10.1136/bmjopen-2020-038850.

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ObjectivesExternal inspections are widely used to improve the quality of care. The effects of inspections remain unclear and little is known about how they may work. We conducted a narrative synthesis of research literature to identify mediators of change in healthcare organisations subject to external inspections.MethodsWe performed a literature search (1980–January 2020) to identify empirical studies addressing change in healthcare organisations subject to external inspection. Guided by the Consolidated Framework for Implementation Research, we performed a narrative synthesis to identify med

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Chawla, Poonam. "Impact of employer branding on employee engagement in business process outsourcing (BPO) sector in India: mediating effect of person–organization fit." Industrial and Commercial Training 52, no. 1 (2019): 35–49. http://dx.doi.org/10.1108/ict-06-2019-0063.

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Purpose The purpose of this paper is to investigate the impact of employer branding strategy (a mechanism used by organisations to hire and retain competent talent) on employee engagement whilst simultaneously measuring the mediating effect of person-organisation (P-O) fit. Design/methodology/approach The study analyses a sample of 296 employees working in the BPO sector in India. The proposed model is tested with the help of structural equation modelling. Findings The findings of the research highlight that employer branding has an affirmative relationship with P-O fit and employee engagement

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Klinck, Goitseone, and Martha Esther Moraka. "Evaluating the level of employee engagement in strategy implementation using the Balanced Scorecard." Jurnal Dinamika Sosial Budaya 21, no. 2 (2019): 82. http://dx.doi.org/10.26623/jdsb.v21i2.1698.

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<p>The term ‘employee engagement’ has been debated in human resources management, with particular emphasis on discussions centred on employee motivation, job satisfaction and productivity. Recent research shifted focus to show its significance in performance management. Research is still scanty on the linkage of employee engagement, overall organisation performance and the strategic management process. This research aimed at assessing the role of employee engagement in strategy implementation using the Balanced Scorecard for a Ministry of Minerals Resources. Knowledge of the importance o

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Smith, Marisa, and Umit Sezer Bititci. "Interplay between performance measurement and management, employee engagement and performance." International Journal of Operations & Production Management 37, no. 9 (2017): 1207–28. http://dx.doi.org/10.1108/ijopm-06-2015-0313.

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Purpose The purpose of this paper is to recognise the importance of the interplay between performance measurement, performance management, employee engagement and performance. However, the nature of this phenomenon is not well understood. Analysis of the literature reveals two dimensions of organisational control, technical and social, that are used to develop a conceptual framework for studying this phenomenon. Design/methodology/approach The authors conducted explorative action research involving pilot and control groups from two departments of a UK bank. Findings The authors show that an in

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Lyons, Patrick G., Brett A. Ramsey, Michael Welker, et al. "Implementation of a non-emergent medical transportation programme at an integrated health system." BMJ Health & Care Informatics 28, no. 1 (2021): e100417. http://dx.doi.org/10.1136/bmjhci-2021-100417.

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ObjectivesTo implement a unified non-emergency medical transportation (NEMT) service across a large integrated healthcare delivery network.MethodsWe assessed needs among key organisational stakeholders, then reviewed proposals. We selected a single NEMT vendor best aligned with organisational priorities and implemented this solution system-wide.ResultsOur vendor’s hybrid approach combined rideshares with contracted vehicles able to serve patients with equipment and other needs. After 6195 rides in the first year, we observed shorter wait times and lower costs compared with our prior state.Disc

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Wake, Mark, and William Green. "Relationship between employee engagement scores and service quality ratings: analysis of the National Health Service staff survey across 97 acute NHS Trusts in England and concurrent Care Quality Commission outcomes (2012–2016)." BMJ Open 9, no. 7 (2019): e026472. http://dx.doi.org/10.1136/bmjopen-2018-026472.

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ObjectiveThis research explores measures of employee engagement in the National Health Service (NHS) acute Trusts in England and examines the association between organisation-level engagement scores and quality ratings by the Care Quality Commission (CQC).DesignCross-sectional.Setting97 acute NHS Trusts in England.Participants97 NHS acute Trusts in England (2012–2016). Data include provider details, staff survey results and CQC reports. Hybrid Trusts or organisations affected by recent mergers are excluded.Outcome measuresAnalysis uses organisation-level employee engagement and CQC quality rat

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Rajagopal, N., and Sunu Mary Abraham. "Employee Engagement — Application of IES Tool." Management and Labour Studies 32, no. 3 (2007): 390–401. http://dx.doi.org/10.1177/0258042x0703200310.

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Today's ‘employee’ in organisations is treated more than an ‘employee’. The conventional cynicism of considering an employee as a mere ‘workforce for production’ has changed into a more ‘value based asset’. Employee engagement constitutes the core competence of a successful organization. It is suggested as a measurement tool of performance in many organisations. The Institute of Employee Studies (IES, UK) suggests a diagnostic tool, which can be used to derive organisation-specific drivers from attitude survey data. The tool was developed on the basis of common drivers of engagement in all org

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A. Kreindler, Sara, Bridget K. Larson, Frances M. Wu, et al. "The rules of engagement: physician engagement strategies in intergroup contexts." Journal of Health Organization and Management 28, no. 1 (2014): 41–61. http://dx.doi.org/10.1108/jhom-02-2013-0024.

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Purpose – Recognition of the importance and difficulty of engaging physicians in organisational change has sparked an explosion of literature. The social identity approach, by considering engagement in terms of underlying group identifications and intergroup dynamics, may provide a framework for choosing among the plethora of proposed engagement techniques. This paper seeks to address this issue. Design/methodology/approach – The authors examined how four disparate organisations engaged physicians in change. Qualitative methods included interviews (109 managers and physicians), observation, an

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Spurgeon, Peter, Paul Long, John Clark, and Frank Daly. "Do we need medical leadership or medical engagement?" Leadership in Health Services 28, no. 3 (2015): 173–84. http://dx.doi.org/10.1108/lhs-03-2014-0029.

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Purpose – The purpose of this paper is to address issues of medical leadership within health systems and to clarify the associated conceptual issues, for example, leadership versus management and medical versus clinical leadership. However, its principle contribution is to raise the issue of the purpose or outcome of medical leadership, and, in this respect, it argues that it is to promote medical engagement. Design/methodology/approach – The approach is to provide evidence, both from the literature and empirically, to suggest that enhanced medical engagement leads to improved organisational p

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Westhuizen, Tjaart van der, Caren B. Scheepers, and Tumo Kele. "The Relationship between Psychological Contract Breach and Engagement: Job Satisfaction and Organisational Support as Moderators." Journal of Economics and Behavioral Studies 10, no. 3(J) (2018): 187–202. http://dx.doi.org/10.22610/jebs.v10i3.2327.

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The purpose of this study was to investigate the moderating effect of job satisfaction and organisational support on the relationship between psychological contract breach and work engagement. An experimental design involving quantitative research methodology was used, conducting a survey of 1 029 respondents. The relationship between psychological contract breach and work engagement is more complex than previous studies suggest: This research concludes that job satisfaction moderates the relationship between psychological contract breach and work engagement. Organisational support, however, d

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Wood, Lisa, Trevor Shilton, Lyn Dimer, Julie Smith, and Timothy Leahy. "Beyond the rhetoric: how can non-government organisations contribute to reducing health disparities for Aboriginal and Torres Strait Islander people?" Australian Journal of Primary Health 17, no. 4 (2011): 384. http://dx.doi.org/10.1071/py11057.

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The prevailing disparities in Aboriginal health in Australia are a sobering reminder of failed health reforms, compounded by inadequate attention to the social determinants shaping health and well-being. Discourse around health reform often focuses on the role of government, health professionals and health institutions. However, not-for-profit health organisations are also playing an increasing role in health policy, research and program delivery across the prevention to treatment spectrum. This paper describes the journey of the National Heart Foundation of Australia in West Australia (Heart

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Casidy, Riza, Jessica Helmi, and Kerrie Bridson. "Drivers and inhibitors of national stakeholder engagement with place brand identity." European Journal of Marketing 53, no. 7 (2019): 1445–65. http://dx.doi.org/10.1108/ejm-04-2017-0275.

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Purpose This paper aims to explore the factors that drive and inhibit national stakeholder organisations’ engagement with an established an umbrella place brand identity (PBI) in the context of country branding, during the PBI implementation stage. Design/methodology/approach This study adopted a case study approach to examine Australia’s current country brand identity initiative: Australia Unlimited, as an example of PBI. Data were collected through in-depth interviews with senior executives (n = 39) representing 30 Australian national organisation stakeholders across a range of sectors (i.e.

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Adizes, Ichak Kalderon, Dusanka Rodic, and Mladen Cudanov. "Estimating consultant engagement in the corporate lifecycle: study of the bias in South Eastern Europe." Management:Journal of Sustainable Business and Management Solutions in Emerging Economies 22, no. 2 (2017): 1. http://dx.doi.org/10.7595/management.fon.2017.0015.

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This paper surveys perception bias regarding the timing of proactive consultant engagement. It aims to improve efficiency and effectiveness of consultant engagement. Research is based on the primary dataset from South Eastern Europe and secondary dataset which is used for comparison as the real lifecycle phase of consultant engagement. Adizes lifecycle model provided our theoretical framework. After data were checked for normality t-test was used for hypotheses confirmation/rejection. T-test confirmed existence of negative bias in early lifecycle phases, onesample t(118) =-16,232, p = 0.000.

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Falola, Hezekiah O., Odunayo P. Salau, Maxwell A. Olokundun, Comfort O. Oyafunke-Omoniy, Ayodotun S. Ibidunni, and Omotayo A. Osibanjo. "EMPLOYEES’ INTRAPRENEURIAL ENGAGEMENT INITIATIVES AND ITS INFLUENCE ON ORGANISATIONAL SURVIVAL." Business: Theory and Practice 19 (February 2, 2018): 9–16. http://dx.doi.org/10.3846/btp.2018.02.

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Employee intrapreneurial engagement is considered to be one of the fundamental initiatives that can help organisations to achieve a sustainable competitive advantage in the midst of economic hardship and stiff competition particularly in a volatile and competitive business environment. The main objective of this study is to examine how employees’ intrapreneurial engagement initiatives would influence organisational survival. Few studies analyse how employee intrapreneurial engagement may foster organisational survival. In order to bridge this gap, we conducted a survey with three main manufact

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De Groot, Bert, Wim Leendertse, and Jos Arts. "Building Adaptive Capacity through Learning in Project-Oriented Organisations in Infrastructure Planning." Urban Planning 5, no. 1 (2020): 33–45. http://dx.doi.org/10.17645/up.v5i1.2523.

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Transport infrastructure networks are currently being challenged by rapidly changing contexts, such as climate change, new IT and mobility technologies, ageing infrastructure, demographic changes and growing engagement of stakeholders. These challenges call for an adaptive management approach in infrastructure planning. Apart from making the physical infrastructure more adaptive, organisational adaptive capacity is currently being discussed in both literature and practice. The literature describes learning as one of the key elements of organisational adaptive capacity. However, it remains uncl

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Yusliza, Mohd Yusoff, Juhari Noor Faezah, Nora’aini Ali, et al. "Effects of supportive work environment on employee retention: the mediating role of person–organisation fit." Industrial and Commercial Training 53, no. 3 (2020): 201–16. http://dx.doi.org/10.1108/ict-12-2019-0111.

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Purpose This study aims to examine the relationships for the following: supportive work environment, person–organisation fit and employee retention among academic staff in one of the Malaysian public universities. Design/methodology/approach This study used a conceptual framework to assess the direct impacts of supportive work environment (i.e. perceived climate, supervisory relationship, peer group interaction, perceived organisational support), person–organisation fit and employee retention. A self-administered questionnaire was distributed to 225 respondents. Findings The findings present t

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Kuntz, Joana, and Abigail Roberts. "Engagement and identification." Strategic Outsourcing: An International Journal 7, no. 3 (2014): 253–74. http://dx.doi.org/10.1108/so-06-2014-0011.

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Purpose – The purpose of this study was to investigate the unique contributions from social (i.e. trust climate, departmental integration) and organisational factors (i.e. managerial recognition, goal clarity and technology support) to work engagement and identification with the organisation in a human resource offshoring (HRO) context. Design/methodology/approach – Participants were recruited from a large Australian financial institution with an HR centre located in the Philippines. Ninety-one members of the captive HR centre completed the anonymous online questionnaire consisting of quantita

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Weightman, Janine. "Business ops: Hiding knowledge management practices in plain sight." Business Information Review 36, no. 4 (2019): 188–95. http://dx.doi.org/10.1177/0266382119890147.

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On the front-line, it is notoriously difficult to get employees to engage in knowledge management activities. It cannot be explained away as mere resistance; a complex range of organisational factors are at play which create obstacles to knowledge sharing and disenfranchise the workforce. Successful knowledge management ultimately hinges on employee participation. The mindset of ‘hiding knowledge management practices in plain sight’ is presented as an intervention strategy to boost employee engagement in knowledge management. This should appeal to knowledge management practitioners working in

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Abimbola, Seye, Clare Li, Michelle Mitchell, et al. "On the same page: Co-designing the logic model of a telehealth service for children in rural and remote Australia." DIGITAL HEALTH 5 (January 2019): 205520761982646. http://dx.doi.org/10.1177/2055207619826468.

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The value of programme logic models as a tool for planning, evaluation, and communication is well recognised. However, the value of its development process is less discussed. In this paper, we describe how we used a combination of literature review and organisational stakeholder consultations to develop a logic model for a telehealth programme for children in rural and remote Australia. Our aim was to use this process to further embed the programme within its implementing organisation, and by so doing to promote its sustainability and scale-up; a major challenge of telehealth programmes, espec

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Costantini, Arianna, Andrea Ceschi, Anna Viragos, Francesco De Paola, and Riccardo Sartori. "The role of a new strength-based intervention on organisation-based self-esteem and work engagement." Journal of Workplace Learning 31, no. 3 (2019): 194–206. http://dx.doi.org/10.1108/jwl-07-2018-0091.

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Purpose This study aims to investigate the relationship between organisation-based self-esteem (OBSE) and work engagement during a new strength-based intervention over nine months. Design/methodology/approach A sample of 82 workers composed of 70 sales consultants and 12 area-managers working in an Italian pharmaceutical company received a one-day training based on the FAMILY approach, three times for nine months, with a three-month lag between each workshop. Self-reported measures of OBSE and work engagement were collected before and after each workshop. Findings Results showed that final lev

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De Simone, Silvia, Gianfranco Cicotto, Roberto Cenciotti, and Laura Borgogni. "Perceptions of Social Context and Intention to Quit: The Mediating Role of Work Engagement and Interpersonal Strain." Sustainability 13, no. 14 (2021): 7554. http://dx.doi.org/10.3390/su13147554.

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Several studies have investigated turnover intention and its predictors underlining the role of organisational conditions and personal resources. This study focused on the role of the Perceptions of Social Context (PoSC) and Work Engagement as personal resources that can create healthy and productive organisations. The aim of this study is to investigate the factors that contribute to intention to quit focusing on the PoSC, including Work Engagement and a construct that describes mental and emotional detachment from other individuals in work contexts (Interpersonal Strain). A total of 647 empl

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Freund, Susanne, and Elisabeth Kals. "Transformationen in wertebasierten Organisationen. Balance zwischen Bewahren und Verändern." Konfliktdynamik 9, no. 1 (2020): 38–46. http://dx.doi.org/10.5771/2193-0147-2020-1-38.

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Freiwilliges Engagement ist die Basis vieler (NonProfit)Organisationen. Es zeichnet sich neben seiner Freiwilligkeit und nichtmonetären Ausrichtung insbesondere dadurch aus, dass es zumeist stark an ideellen, wertebasierten Zielen orientiert ist. Der Beitrag geht im Rahmen zweier empirischer Studien der Frage nach, inwieweit diese Charakteristika auch bei organisationalen Veränderungen zum Tragen kommen. Es zeigt sich, dass für den Widerstand freiwillig Engagierter gegen Reformen weniger praktische Umsetzungshindernisse ausschlaggebend sind, sondern eine mangelnde Passung von organisationale

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Mokhtar, Ridwan, Sylvia Nabila Azwa Ambad, Sharifah Nurafizah Syed Annuar, and Nelson Lajuni. "Employee Engagement and Its Relationship Towards Normative Commitment in Malaysia Oil and Gas Industry." International Journal of Human Resource Studies 11, no. 1 (2021): 164. http://dx.doi.org/10.5296/ijhrs.v11i1.18260.

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The relationship between employee engagement and organisational commitment has been established and documented in past literature. Hitherto, they are still very relevant and remain a pertinent subject to be discussed, especially with the rapid evolution of business and adjustments in the economic setting. However, much of the focus of past studies were surrounding employee engagement divulging organisational commitment. Only a few studies on the impacts of employee engagement on normative commitment have been shown, especially in Malaysia’s oil and gas industry. We do not adequately know how e

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Ho, Bradley C. Y., Norizah Mohd Mustamil, and Sharmila Jayasingam. "QUALITY OF WORK LIFE AND LIFELONG LEARNING AMONG WORKING ADULTS IN MALAYSIA: THE MEDIATING ROLE OF EMPLOYEE ENGAGEMENT." Malaysian Management Journal 25 (July 9, 2021): 99–142. http://dx.doi.org/10.32890/mmj2021.25.5.

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There has been a significantly increasing emphasis on the quality of interactions between employers and employees in the context of managerial and organisational studies in Malaysia. To encourage a desirable workforce, organisations often list factors associated with quality of work life, employee engagement, and lifelong learning as contributors to achieving optimal organisational goals. However, do quality of work life and employee engagement truly lead to employee disposition for lifelong learning? This paper aims to explore quality of work life and employee engagement as precursors to esta

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Maryam, Suryani, Ernie Tisnawati Sule, Joeliaty Joeliaty, and Rina Novianty Ariawaty. "Effects of Safety Climate and Employee Engagement towards Organisational Citizenship Behaviour of Sewage Workers." Asian Journal of Business and Accounting 14, no. 1 (2021): 253–75. http://dx.doi.org/10.22452/ajba.vol14no1.10.

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Manuscript type: Research paper Research aims: This study aims to investigate the effects of safety climate and employee engagement on organisational citizenship behaviour (OCB). Design/Methodology/Approach: Drawing from the social exchange theory and flow theory, a theoretical framework was developed and tested using data collected from 610 freelance sewage workers. A questionnaire survey was used to collect the data, while structural equation modelling (SEM) analysis was used as the data analysis approach. Research findings: The results reveal that both safety climate and employee engagement

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Lamprakis, Athanasios, Kalliopi Alamani, Athina Malliari, and Ilias Grivas. "The Organisational Justice as a Human Resources Management Practice and its Impact on Employee Engagement: The case of the Prefecture of Attica (Greece)." Scientific Annals of Economics and Business 65, no. 1 (2018): 65–79. http://dx.doi.org/10.2478/saeb-2018-0004.

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Abstract Organisational justice is a key component in the practice of human resources management in any work environment. The aim of this research survey is to highlight the meaning and importance of organisational justice and its impact on employee engagement. To achieve this aim, except for the literature review, the survey examines the extent to which the distributive, procedural and interactional justice impact on work and organisational engagement, through a research in a certain Greek public organisation. As regards the statistical analysis of the research hypotheses, we used methods of

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Ajayi, Oluseyi Moses, Kayode Odusanya, and Susan Morton. "Stimulating employee ambidexterity and employee engagement in SMEs." Management Decision 55, no. 4 (2017): 662–80. http://dx.doi.org/10.1108/md-02-2016-0107.

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Purpose The purpose of this paper is to contribute to the emerging theory of ambidexterity by developing measures to assess employee ambidexterity. Specifically, it identifies and tests the importance of the relationship between the organisational context and employee ambidexterity within small and medium enterprises (SMEs). Design/methodology/approach The research used a survey method to investigate SMEs in Nigeria. Two hundred SMEs were selected from across Nigeria to participate in the study and 72 companies responded, representing a 36 per cent response rate. The study sample comprised 398

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Pirie, Willam Joseph. "Key determinants of organisational silence for non-standard workers." Management Decision 54, no. 6 (2016): 1522–38. http://dx.doi.org/10.1108/md-11-2015-0490.

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Purpose – The purpose of this paper is to identify the key determinants of organisational silence from the perspective of non-standard workers (NSWs). The study focuses on three research themes: first, analysing the experiences motivating NSWs to remain silent; second, analysing the role of the NSW life cycle in the motivation to remain silent, the final theme is evaluation of the impact on organisational voice of an organisation employing a workforce in which NSWs and standard workers (SWs) are blended. Design/methodology/approach – The study utilises a phenomenological approach, as defined b

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Ērgle, Daiga. "AirBaltic Case Based Analysis of Potential for Improving Employee Engagement Levels in Latvia through Gamification." Economics and Business 28, no. 1 (2016): 45–51. http://dx.doi.org/10.1515/eb-2016-0007.

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Abstract In 2014, airBaltic Corporation introduced a gamified electronic platform called Forecaster with a purpose to increase its employee engagement. The article considers the approach used by the organisation, analyses results, advantages and drawbacks of the organisation, and mainly formulates recommendations for the organisation in order to improve impact on employee engagement through gamification. As a result of the research, the author proposes 8 steps that are useful and applicable to any organisation, and as such those may serve a broader purpose than just improving airBaltic Forecas

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