员工敬业度的英文文献综述

Annotated Bibliography

Abraham, S. (2012). Job Satisfaction as an Antecedent to Employee Engagement. SIES Journal of Management, 8(2), pp. 27-36.

Abraham (2012) focused on examining the relationship between job satisfaction and employee engagement. In order to test the relationship between the variables, questionnaire survey was hired as the tool to gain primary data from 30 workers. In this academic research, systematic sampling technique was hired as the method to select research samples for data collection. Techniques of statistical analysis including correlation analysis, regression analysis and t-test analysis were employed to analyze the gained primary data from research samples. Based on the analysis results, Abraham (2012) found that job satisfaction as an antecedent that will significantly impact on the increase of employee engagement. Additionally, the results of regression analysis shows that employee engagement will be affected and driven by all kinds of factors, including the nature of job, the recognition of superiors to followers’ work, comparative benefits, teamwork spirit, cross-department cooperation, as well as proper and equal policy of company.

This article has higher practical value as this research proves that employee engagement can be increased by improving employee satisfaction. Such finding provides approach to increase the level of employee engagement in organization. However, limitations of this article are also witnessed. Key limitation is use of small scope of research sample to answer research theme. In this research, only 30 workers were used to study for finding out the relationship between employee satisfaction and employee engagement. To some extent, the use of small-scope samples will lower down the convincing and reliability of the research results.

The research findings of this research are useful for the current research project because Abraham (2012) proves that employee satisfaction is a key antecedent affecting the level of employee engagement. This could be used to explain key driver and antecedent of employee engagement. Additionally, the findings also dominate

some key factors that will influence the level of employee engagement. Thus, the findings could provide implications for developing employee engagement.

Eldor, L., & Vigoda-Gadot, E. (2016). The nature of employee engagement: Rethinking the employee–organization relationship.The International Journal of Human Resource Management, pp1- 27.

Eldor and Vigoda-Gadot (2016) has rethought the relationship between employee and organization in order to hence theoretical basis of employee engagement. In this academic article, Eldor and Vigoda-Gadot (2016) have compared and contrasted the conception of employee engagement to other similar conceptions such as psychological contract and psychological empowerment based on theoretical analysis, and have examined whether the contributions of employee empowerment work centrality over psychological contract and psychological empowerment. In order to realize research objectives, questionnaire survey has been adopted as the instrument to gain primary data from 593 workers who were selected from public and private organizations located in Israel. The gained data were analyzed by using statistical analysis technique. Based on the data analysis results, Eldor and Vigoda-Gadot (2016) have found that employee engagement differs from both psychological contract and psychological empowerment. The results suggest that employee engagement shows a higher level of employee activation and mutual exchange simultaneously, which is significant different from psychological contract and psychological empowerment. In addition, the results have also proved that employee engagement will produce significant effect on work centrality.

This academic article has provided could provide theoretical foundation for studying employee engagement. In the academic article, the findings are drawn from empirical investigation. Therefore, the research findings of this academic article are convincing as the results are based on objective analysis of statistical data. However, it should be noticed that this academic article has also some limitations. The first limitation is that research samples are limited in organizations located in Israel. Thus, the research findings would be more suitable for explaining the relationship between

employee engagement and work centrality in organizations in Israeli. Another limitation is that the article is based on cross-sectional research instead of longitudinal research, which will hamper to examine the cause direction and stable relationship between employee engagement and work centrality.

The findings of this academic article will be useful for my research because the findings not only outline the concept of employee engagement, but also prove the importance of employee engagement to organization. For this, the findings of this article can be cited as important evidence to justify why employee engagement is so important to contemporary organizations.

Jha, B., & Kumar, A. (2016). Employee Engagement: A Strategic Tool to Enhance Performance. DAWN: Journal For Contemporary Research in Management, 3(2), pp.21- 29.

Jha and Kumar (2016) have studied the benefits of employee engagement based on primary and second research. Secondary research was used to collect second information data from various journals, articles, reports, as well as websites to demonstrate knowledge about employee engagement. In terms of primary research, questionnaire survey was employed to gain information data from 100 people in New Delhi area. The questionnaire survey will be conducted through direct approach, mail, and phone. The research results show that employee engagement helps to develop employees’positive attitudes and behaviors, which in turn motivate employee’s working efficiency and performance, resulting in the improvement of organizational effectiveness and performance.

The results of this academic research are credible as the research results are generated based on primary and secondary research. To ensure the objectivity of research results, statistical analysis is used to process and analyze the gained primary data. The data analysis results have been represented in graphic form, which visual shows the final conclusion of the academic research. In a sense, this academic article provides theoretical and practical rationale to explain the importance of

employee engagement to both employees and organization. However, it should be noticed that there are also some limitations in this academic research. One the one hand, this research only select small-scale sample as the research samples to study the importance of employee engagement. In this research, only 100 samples were selected as the research samples for this research. On the other hand, this research was conducted in New Delhi area. This may cut down the reliability of the research findings.

In general, these research findings are useful for my research project as Jha and Kumar (2016) clearly state employee engagement plays an important role in improving the efficiency and performance of both employees and organization. The findings provide empirical evidence to support the notion that employee engagement is very important to organization in today’s business world. Therefore, the usefulness of this academic research to my research project is obvious.

Kumar, R., & Sia, S. K. (2012). Employee engagement: Explicating the contribution of work environment. Management and Labour Studies,37(1), pp.31- 43.

Kumar and Sia (2012) study the contribution of eight work environment dimensions including supervisor support, co-worker cohesion, work pressure, task orientation, autonomy, physical comfort, control and clarity to three dimensions of employee engagement including cognitive engagement, emotional engagement, and physical engagement has been examined. To understand the relationship between work environment and employee engagement, questionnaire survey is hired as the tool to gain primary data from 100 workers from two food processing enterprises in Patiala, Punjab, India. To ensure the representation of research samples, simple random sampling technique is used in this research. The findings show that two work environment dimensions including autonomy and work pressure will significantly contribute to the improvement of emotional and cognitive engagement, and that co-cohesion has positive impacts on physical engagement.

To some extent, the research results found by Kumar and Sia (2012) could provide positive implications for Indian organization as the results could help Indian organization to improve employee engagement by improving work environment factors. The results are supported by empirical investigation and statistical analysis so that it is believed that the research results are credible. But, on the other hand, it should also be noticed that there are some limitations that cannot be ignored. The first limitation is that the sample size for this research is quite small. This will negatively lower down the convincing of the research results. On the one other, the representation of research sample is not high. In this research, the total research sample is consisted of 9 female workers and 92 male workers. Uneven gender distribution will cut down the effectiveness of research results to explain the relationship between work environment and employee engagement because different gender employees will have different views. Therefore, the research results may be biased in explaining the impact of work environment variables on employee engagement variables.

Generally speaking, the research results found by Kumar and Sia (2012) are useful for the current research project because Kumar and Sia (2012) clearly state some key work environment factors that will influence the level of employee engagement in organization. Therefore, the research results can be used as the evidence to support the notion that the antecedents and drivers of employee engagement within organizations.

Megha, S. (2016). A brief review of employee engagement: definition, antecedents and approaches. Clear International Journal of Research in Commerce & Management, 7(6), pp79 – 88.

Megha (2016) demonstrates employee engagement based on the review of previous literature. To conduct systematic research, an integrated literature review is hired as the method to gain data from previous academic articles. The articles related to the present research theme will be categorized according to themes. By conducting systematic review of previous articles, findings were presented. In terms of definition

of engagement, various scholars have defined employee engagement under different protocols. Reviewing various definition of employee engagement, a common idea is that employee engagement is desired condition, and is directly related to work involvement, work enthusiasm and passion, work commitment, and personal effort and energy in workplace. Additionally, the research results also shows different drivers and antecedents of employee engagement, including personal personality and perception, employee emotional experiences and wellbeing, work-life balance, interpersonal relationship within workplace, management style, employee voice, job design, two-way communication, commitment to employee well-being, high-efficient internal cooperation, a focus on development, good quality line management, managers’ visible commitment, as well as human resource policies. Regarding with the approaches for promoting employee engagement, the research results show that previous scholars have proved theoretical framework for organizations to approach employee engagement, including need-satisfying approach proposed by Kahn (1990), burnout-antithesis approach proposed by Maslach et al (2001), work engagement approach proposed by Schaufeli et al (2002), satisfaction-engagement approach proposed by Harter et al (2002), and multidimensional approach proposed by Saks (2006).

This research has conducted a systematic and comprehensive review of engagement literature. By conducting systematic review, the results could provide positive theoretical and practical implications for organizations to improve the level of employee engagement in workplace. But, this article has its limitations. a key limitation is that this research searched for employee engagement literature through entering keywords. Consequently, some important employee engagement research will not be included.

The findings are useful for my current research as Megha (2016) demonstrate the definition of employee engagement, antecedents and drivers of employee engagement and specific approaches to increase employee engagement. Therefore, the findings can be used to support my research project.

Shuck, B., Reio. T.G., & Rocco, T.S. (2011). Employee engagement: an examination of antecedent and outcome variables. Human Resource Development International. 14(4), pp. 427-445.

This article investigates the impact of job fit, psychological climate, affective commitment on employee engagement, and in the meantime discuss the positive implications of employee engagement. This research hired an internet-based self-report survey to gain data from 283 heterogeneous research samples. After the data were collected, SPSS statistics tool was used to process the data for testing the relationship between research variables. The results show that job fit, psychological climate, and affective commitment are three key antecedences of increasing employee engagement. In addition, the results also demonstrate the improvement of employee engagement helps to reduce employees’ turnover intention.

The findings of this article are persuasive because the findings were generated through empirical investigation. In this article, the conclusion is distilled from the analysis of objectively quantitative data. But, limitations of this article also exist. This research selected heterogeneous research samples from all kinds of organizations that are attached to a certain association. This limits the general applicability of the research findings in different associations. Additionally, the findings of this research were generated from self-report survey. Under this condition, the researcher failed in controlling the authenticity of sampling data, which may result in biased results. Generally speaking, this academic article is useful source to support my research project. This research has conducted empirical investigation and has proved that significant impact of job fit, psychological climate, affective commitment on employee engagement. Therefore, the findings can be used to illustrate some drivers and antecedents of increasing the level of employee engagement within organizations. Additionally, the findings also prove that employee engagement helps to increase discretionary effort, and to reduce employees’turnover intention. Therefore, the findings can be used to prove the importance of employee engagement to organizations.