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Determinants of Employee Engagement and Their Impact On Employee Performance

This document discusses a study on the determinants of employee engagement and their impact on employee performance. The study found that all identified factors, including working environment and team/coworker relationships, were predictors of employee engagement. However, working environment and team/coworker relationships had a particularly major impact on employee engagement. Additionally, the study found that employee engagement had a significant impact on employee performance. The implications are that organizations should focus on cultivating a positive working environment and strong peer relationships to increase employee engagement and performance.

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70 views

Determinants of Employee Engagement and Their Impact On Employee Performance

This document discusses a study on the determinants of employee engagement and their impact on employee performance. The study found that all identified factors, including working environment and team/coworker relationships, were predictors of employee engagement. However, working environment and team/coworker relationships had a particularly major impact on employee engagement. Additionally, the study found that employee engagement had a significant impact on employee performance. The implications are that organizations should focus on cultivating a positive working environment and strong peer relationships to increase employee engagement and performance.

Uploaded by

mira swani
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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The current issue and full text archive of this journal is available at

www.emeraldinsight.com/1741-0401.htm

IJPPM
63,3
Determinants of employee
engagement and their impact
on employee performance
308 Anitha J.
GRG School of Management Studies, Coimbatore, India
Received 11 January 2013
Revised 6 August 2013
Accepted 6 August 2013 Abstract
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 ¼ 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.
Keywords Employee engagement, Employee performance, Team and co-worker relationship,
Working environment
Paper type Research paper

1. Introduction
Employee engagement is defined in general as the level of commitment and
involvement an employee has towards their organisation and its values. When an
employee is engaged, he is aware of his responsibility in the business goals and
motivates his colleagues alongside, for the success of the organisational goals.
The positive attitude of the employee with his work place and its value system is
otherwise called as the positive emotional connection of an employee towards his/her
work. Engaged employees go beyond the call of duty to perform their role in
excellence. Engagement at work was first conceptualised by Kahn (1990, p. 694) as
International Journal of Productivity the “harnessing of organizational members’ selves to their work roles”. He added that
and Performance Management
Vol. 63 No. 3, 2014
in engagement “people employ and express themselves physically, cognitively, and
pp. 308-323 emotionally during role performances” . There are various factors that define an
r Emerald Group Publishing Limited
1741-0401
employee as an engaged employee. The concept has evolved taking into account
DOI 10.1108/IJPPM-01-2013-0008 the various behaviours exhibited by an employee that is positively productive.

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