Impact Of Employee Engagement On Employees

7802 Words 32 Pages
International Journal of Managerial Studies and Research (IJMSR)
Volume 2, Issue 11, December 2014, PP 10-22
ISSN 2349-0330 (Print) & ISSN 2349-0349 (Online) www.arcjournals.org A Study of Impact on Performance Appraisal on Employee’s
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An engaged employee is aware of business context, and works with colleagues to improve performance within the job for the benefit of the organization. It is a positive attitude held by the employees towards the organization and its values. Employee engagement is defined as a positive emotional connection to an employee‘s work. Engaged employees are inspired to go above and beyond the call of duty to help meet business goals.
Engagement at work was conceptualized by Kahn, (1990) as the ‗harnessing of organizational members‘ selves to their work roles. In engagement, people employ and express themselves physically, cognitively, and emotionally during role performances. There are a number of factors that defines an employee as an engaged employee. The concept has evolved from existing positive factors that make an employee positively productive. This paper identifies the key variables that describe employee engagement through a thorough literature survey and identifies the strength of impact of employee engagement in employee performance.
Employee Performance is outcomes achieved and accomplishments made at work. It is aimed
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They found that engaged students were more likely to pass their exams, felt less exhausted, and less cynical (experienced more efficacy and vigor), than those who performed poorly on their exams. Although many studies have shown that engagement is positively correlated to organizational performance (e.g., Harter et al., 2002), there is a lack of theory and empirical observation for the role of engagement as a means through which organizations can create competitive advantages (Rich et al., 2010), and researchers argue that engagement provides more value as a mediator (e.g., Rich et al., 2010; Xanthopoulou et al.,
2008). Therefore, based on these arguments, the following hypothesis will be testedHypothesis 4.
Employee engagement mediates the relationship between each of the drivers of engagement (goal setting, job resources, and recognition, feedback and fairness) and employee performance PA justice and employee engagement
The Judgmental evaluation appears to be a collection of methods, and as such, could be considered a methodology as an essential piece of this method is rater training. Rater training

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