scholarly journals Identified Research Gaps in Employee Engagement

2016 ◽  
Vol 10 (2) ◽  
pp. 63 ◽  
Author(s):  
Y. Anuradha Iddagoda ◽  
H.H.D.N.P. Opatha
Keyword(s):  
Financial Performance ◽  
Empirical Evidence ◽  
Employee Engagement ◽  
High Performance ◽  
Sri Lankan ◽  
Research Gaps ◽  
Working Definition ◽  
Personal Character ◽  
Definition Of ◽  
The Impact

This research paper sets out to investigate the research gaps in employee engagement for systematic empirical investigations, in order to substantiate future studies. A desk research has contributed to identify seven gaps in employee engagement. The first gap which is about the conceptual confusion, can be minimized by formulating a working definition of employee engagement. The nonexistence of theoretical arguments and empirical tests on the impact of the religiosity on employee engagement, in both the Sri Lankan and in the international contexts, has been identified as the second gap. The third gap has been identified to be the fact that the rapport between personal character and employee engagement being, neither theoretically argued nor empirically tested, in Sri Lankan and the international contexts. The fourth gap is the unavailability of studies in the Sri Lankan context as to how the high performance work practices (HPWPs) impact on employee engagement. The fifth gap identified is the shortage of empirical evidence regarding the link between employee engagement and organizational financial performance in the Sri Lankan context. Absence of empirical evidence on employee job performance to be an intervening variable for employee engagement and organizational financial performance is brought up as the sixth gap. The same absence is found in empirical evidence about religiosity, HPWPs, personal character, leadership and work life balance that significantly affect employee engagement in a nomological network in the Sri Lankan context as well as in the international context, which is the seventh Gap.

The Impact of Top Leaders’ Personalities: The Processes Through Which Organizations Become Reflections of Their Leaders

2018 ◽  
Vol 27 (4) ◽  
pp. 241-248 ◽  
Author(s):  
Shaul Oreg ◽  
Yair Berson
Keyword(s):  
Organizational Culture ◽  
Financial Performance ◽  
Empirical Evidence ◽  
Organizational Outcomes ◽  
Senior Leaders ◽  
Mediating Role ◽  
Ancient Times ◽  
The Impact ◽  
Culture And Climate

The fascination with leaders and their impacts can be traced to ancient times and continues to this day. Organizations are often viewed as reflections of their leaders’ personalities, yet empirical evidence for this assumption has begun to amass only recently. In this article, we review this literature and trace findings about leaders’ personality traits, values, and motives and about the mechanisms through which these are manifested in their organizations. We specifically elaborate on research linking senior leaders’ values to organizational outcomes (e.g., financial performance, schoolchildren’s values) and demonstrate the mediating role of the organizational culture and climate.

scholarly journals The Impact of Corporate Social Responsibility on Firm’s Financial Performance in Malaysia

2018 ◽  
Vol 13 (3) ◽  
pp. 220
Author(s):  
Dilashenyi Devi Selvarajah ◽  
Uma Murthy ◽  
Mathavi Massilamani
Keyword(s):  
Financial Performance ◽  
Employee Engagement ◽  
Quantitative Research ◽  
Linear Regression Analysis ◽  
Sampling Technique ◽  
Multiple Linear Regression Analysis ◽  
Research Approach ◽  
Business Risk ◽  
Company Reputation ◽  
The Impact

The present research aims at investigating the impact of CSR on firm’s financial performance in Malaysia. Based on gaps in extant literature, the current study hypothesizes that four (4) independent variables comprising business risk, company reputation, employee engagement and stakeholder concern will exert statistically significant influences on the dependent variable, firm’s financial performance. The research employs a quantitative research approach whereby a sample 153 respondents were collected using a stratified random sampling technique. Employing SPSS software, multiple linear regression analysis was carried out. The results of multiple regression revealed that out of the four (4) hypotheses of the research, three (3) were supported whilst one (1) was not. In particular, it was shown that business risk, company reputation and stakeholder concern exert statistically significant influences on firm’s financial performance. However, there was no enough evidence to support the claim that employee engage can significantly influence firm’s financial performance. Several implications from the research were further discussed and elaborated.

Ownership structure and financial performance in Islamic banks

2014 ◽  
Vol 7 (2) ◽  
pp. 146-160 ◽  
Author(s):  
Sarra Ben Slama Zouari ◽  
Neila Boulila Taktak
Keyword(s):  
Corporate Governance ◽  
Financial Performance ◽  
Empirical Evidence ◽  
Ownership Structure ◽  
Policy Implications ◽  
Bank Performance ◽  
Islamic Banks ◽  
Content Type ◽  
Islamic Bank ◽  
The Impact

Purpose – This study aims to investigate empirically the relationship between ownership structure (concentration and mix) and Islamic bank performance, with a special attention to the identity of the block investor (foreign, family, institutional and state). Design/methodology/approach – Regression analyses are conducted to test the impact of the identity of the first shareholders and the degree of concentration on Islamic bank performance, using a panel data sample of 53 Islamic banks scattered over > 15 countries from 2005 to 2009. Findings – Results suggest that ownership is concentrated at 49 per cent, and for 41 banks from the full sample, the ultimate owner is institutional. State investors come in second place, followed by family ultimate shareholders. Using return on assets and return on equity as performance measures, empirical evidence highlights the absence of correlation between ownership concentration and Islamic bank performance. It also reveals that the combined effort of family and state investors is beneficial to bank performance. Results also indicate that banks with institutional and foreign shareholders do not perform better. Empirical findings suggest that the financial crisis impacts negatively Islamic bank performance. Research limitations/implications – The use of dummy variables to measure the nature of the largest owner represents the main limitation of this study. This is due to the lack of information, as the percentage of the largest capital held referring to owner category was available only for some banks. Practical implications – This research has given a brighter insight into corporate governance and bank performance in selected Islamic banking institutions. Findings provided useful information to bank managers, investors and policy makers. Financial performance can be improved by identifying practices associated with ownership structure. So, it will have policy implications for Islamic banks as to how to improve their performance. Finally, different types of bank ownership have had different concerns about implementing corporate governance practices among Islamic banks. Originality/value – This work is the first of its kind for Islamic banks. It extends previous research by examining whether ownership structure (concentration and mix) affects performance. It also fills the gap in the literature by providing empirical evidence on a large sample involving data from 15 countries. Finally, manual data collection on ownership structure constitutes a large part of the research for this paper.

scholarly journals Towards a typology of middle voice systems

2021 ◽  
Vol 0 (0) ◽  
Author(s):  
Guglielmo Inglese
Keyword(s):  
Empirical Evidence ◽  
Middle Voice ◽  
Systematic Survey ◽  
Working Definition ◽  
Definition Of ◽  
Voice Systems

Abstract The middle voice is a notoriously controversial typological notion. Building on previous work (e.g. Kemmer, Suzanne. 1993. The middle voice. Amsterdam & Philadelphia: John Benjamins), in this paper I propose a new working definition of middle markers as inherently polyfunctional constructions which are partly associated with valency change in opposition to bivalent (or more) verbs and partly lexically obligatory with monovalent verbs. Based on this definition, the paper undertakes a systematic survey of 149 middle voice constructions in a sample of 129 middle-marking languages. Evidence from the sample shows that middle voice systems display a much richer variation in forms and functions than is reported in the literature. This richer empirical evidence challenges some of the mainstream views on middle marking, especially its purported connection with reflexivity and grooming-type events, and calls for an overall rethinking of the typology of the middle voice.

Technology, Profession, Identity

2013 ◽  
pp. 1-20
Keyword(s):  
Professional Identity ◽  
Daily Basis ◽  
Work Lives ◽  
Policy Makers ◽  
Working Definition ◽  
Library Users ◽  
Technology Profession ◽  
Definition Of ◽  
Impact Of Technology ◽  
The Impact

This chapter provides a brief introduction to the primary concepts of the book: technology, profession, and identity. Understanding these concepts will provide insight into how the central question of the book will be addressed: What impact does a constant contact with technology have on the professional identities of librarians? Information technology has changed the way librarians perform their work and the expectations of library users. The role technology plays in the work lives of librarians is complex, but the impact it has had on their professional identity is even more so. First, the historical impact of technology on society is examined to highlight that many technologies we encounter on a daily basis are often not even considered technology in today’s technology-rich world. This is followed by examinations of the concepts of profession and identity. Together, these definitions provide the working definition of professional identity that will guide the remainder of the book. Professional identity is a description of the self within the professional practices and discourses of librarianship. By drawing attention to the role that technology plays in the professional lives of librarians, this book provides insights into how librarians interact with their patrons, policy makers, and society in general.

scholarly journals Toward mixed-methods impact evaluation: Making stabilization assessments work for development cooperation

2015 ◽  
Vol 10 (2) ◽  
Author(s):  
Jan Koehler ◽  
Kristóf Gosztonyi ◽  
Keith Child ◽  
Basir Feda
Keyword(s):  
Mixed Methods ◽  
Development Program ◽  
Development Cooperation ◽  
Infrastructure Development ◽  
Jel Codes ◽  
Working Definition ◽  
Complex Development ◽  
Definition Of ◽  
The Impact ◽  
Selection Of

We introduce a mixed-methods approach to assess the impact of a complex development program on stability and present a selection of relevant results on stabilization dynamics and possible program-related impacts. The program is implemented by an international nongovernmental organization and combines capacity building with infrastructure development at the district level in North Afghanistan. We develop a working definition of stability and define context-relevant stabilization indicators. We then analyze how various stabilization indicators relate to each other and observe how they change over time. Finally, we analyze how proxies for program activity relate to the stabilization dynamics observed. At this stage, the data analysis is exploratory, and the results are illustrative rather than definite in regard to the success or failure of the stabilization program. [JEL codes: D74, O53]

scholarly journals THE IMPACT OF HIGH-PERFORMANCE WORK SYSTEMS ON EMPLOYEE ENGAGEMENT: THE MODERATING ROLE OF ORGANIZATIONAL JUSTICE

2020 ◽  
Vol 10 (4) ◽  
pp. 5-22
Author(s):  
Emmanuel Oppong Peprah ◽  
Keyword(s):  
Organizational Justice ◽  
Employee Engagement ◽  
High Performance ◽  
Moderating Effect ◽  
Professional Service ◽  
Service Firms ◽  
Work Systems ◽  
High Performance Work Systems ◽  
The Impact ◽  
The Relationship

Purpose – This paper investigates the impact that High-Performance Work Systems (HPWS) have on Employee Engagement and the moderating effect of Organizational Justice on this relationship. Research methodology – By the usage of a quantitative research method, data gathered from 251 employees of Professional Service firms are analysed with SPSS. Findings – This study found that there is a positive relationship between HPWS and Employee Engagement. It also found that Organizational Justice moderates the relationship between the two. Research limitations – Data was only gathered at the employee level making the interpretation of HPWS to be how employees perceive it. Hence a further study at the firm level as well as cross-sectional analyses will be needed in the future. Practical implications – Management of firms should avoid a ‘one-size-fits-all’ approach in the administration of HR policies and should rather encourage tailor-made treatment for individual employees of the firm. Unfairness is encouraged if the firm is after employee engagement. Originality/Value – This study is one of the first to investigate the moderating effect of organizational justice on the relationship between HPWS and employee engagement and the first to advice firm managers to be unfair in their dealings with individual employees

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