The Employee Engagement Network

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Research on EE

This is a group for people interested in research on employee engagement. You can offer the latest sources or discuss the results.

Members: 187
Latest Activity: May 28, 2013

Discussion Forum

Job-Satisfaction: A Case of Banking Employees in Saudi Arabia

This is a research that I conducted recently.http://bit.ly/XDt1h6Continue

Started by Fawaz Alomran Feb 26, 2013.

The Dark Side of Engagement - Workplace Burnout 3 Replies

Hi I am currently undertaking a validation study to explore the relationship between high levels of engagement, motivational alignment in current role and workplace burnout.  I think burnout is the…Continue

Started by Pamela Frost. Last reply by Gordon T. Green Dec 21, 2012.

Employees Engagement Research in India 2 Replies

Hi FriendsI would be thankful if you help to add my collection of researches on employees' engagement in India.RegardsJagdeepContinue

Started by Jagdeep Singh. Last reply by Jagdeep Singh Aug 15, 2012.

Should leaders be more engaged than employees 1 Reply

I'm wondering what the thoughts of this network regarding leaders and manager engagement.  It seems logical that managers should be more engaged than employees and senior leaders more engaged than…Continue

Tags: engagement, manager

Started by Anil Saxena. Last reply by Dr. Scott Simmerman Apr 6, 2012.

Excellent Employee Engagement study - need some help with data collection 1 Reply

Okay, so I think it's an excellent study : ) During mid 2009 to 2010 I was gathering data for my final PhD study which looks at the psychological anecedents to leaders behaviours, and how these have…Continue

Started by Victoria Ellam-Dyson. Last reply by Krishnamurthy Prabhakar Jun 21, 2011.

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Comment by Mariya James on January 30, 2012 at 11:52pm

Hi All,

Iam conducting a study on Employee Engagement & Organisational Commitment in the IT (information technology) industry. 
In order to collect data for the study, I request you to spare a few minutes to fill up the following questionnaire and forward the link to any respondent working in the IT industry.

http://kwiksurveys.com/?s=OBNIFO_293f3ff0

Thanking you in anticipation 

Comment by Brad Shuck on October 7, 2011 at 8:47am
We have had some success with hierarchical regression models and path analyses here with our research team at the University of Lousiville, but I agree with David, controlled studies would be an outstanding addition. Correlational research has had its day. It is time to get deeper!! Best of luck Harish!
Comment by David Zinger on October 7, 2011 at 8:36am
It would be wonderful to see more controlled studies with experimental and control groups. We have enough survey data about correlations but I would love to see drivers put to the test with random assignment.
Comment by HARISH KUMAR VYAS on October 7, 2011 at 7:50am
By reading this concept of EE i am planning to make my research study leading to Ph. D on EE and its drivers. will any body suggest any other related topic to be researched upon.
Comment by Riaz Ahmed on June 4, 2011 at 10:57am
I am doing PhD in management at SZABIST Karachi Pakistan. The topic of my research is work engagement and burnout among services sector in Pakistan, any one with same interest may guide me for completing my dissertation.
Comment by Fraser Marlow on December 14, 2010 at 2:16pm

Employee Engagement Report 2011

Beyond the numbers: A practical approach for individuals, managers and leaders

 

Published Dec 2010.  You can download a copy of our latest research at http://www.blessingwhite.com/eee__report.asp

Comment by Alison Godding on July 29, 2010 at 8:43am
Hi Nadika,

The following reseach might be helpful to you which is about the dynamic spread of happiness. Although happiness and engagement are clearly distinct things I suggest there are correlations between happy employees and engaged employees. This reserach describes how an individuals happiness is dependant on the happiness levels in their social network. From my experience I believe the same is true of engagement.

http://www.bmj.com/cgi/content/full/337/dec04_2/a2338

I would also recommend you read the book Viral Change by Leando Herrero http://www.viralchange.net/

Good luck!

Alison
Comment by Dharshani Thennakoon on July 29, 2010 at 1:12am
Hi All,
This network is very helpful. The insights of the contributors is very helpful.
I'am currently doing my undergraduate dissertation on this area.
I'am intersted in the area of Crossover engagement. But I'am finding it difficult as to measure it quantitatively (whether one engaged individual or group can actually have an impact on the engagement of another?????)
Would appreciate if you could please share your thoughts on this aspect.
Further, I'am finding it a bit difficult to find appropriate literature on this area. If any relevant literature is available would tou please share it with me?????

Regards and Thanks
Dharshani.
Comment by Ralph Meyer on July 8, 2010 at 8:46am
What type of longitudunal data (other than Gallup) on Employee Engegement is there?
Is there a consensus on the % for these categories to be "world class"? Fully engaged, engaged, not engaged, disengaged?
Comment by John Kmiec on March 8, 2010 at 6:26am
I love seeing the research! My dissertation study was a 90-day learning intervention for work engagement. I was wondering if anyone in the network is also studying interventions? Here is a very short synopsis of my study:

The purpose of the study was to measure the effects of a specific learning intervention designed to enhance the capabilities of frontline managers to increase the level of work engagement at the business unit level in a small manufacturing firm in south Mississippi. The study answered the call of researchers for the investigation of interventions that evaluate the impact of innovative management practices on work engagement (Bakker, Schaufeli, Leiter & Taris, 2008). Test group immediate managers in the firm’s Production business unit participated in a 90-day learning program founded on the five self-coaching skills outlined by Flagello and Dugas (2009), while the control group immediate managers in the Maintenance business unit did not. In the context of the firm’s highly dynamic organizational environment, including a disruptive plant fire, the researcher suggests the intervention was perhaps more preventive in nature; helping the Production frontline managers and their direct reports fare better than their Maintenance business unit counterparts during a period of high organizational stress. The researcher recommends that practitioners integrate measurement and evaluation into interventions that tie work engagement to on-the-job performance indicators and meaningful business outcomes. Researchers are encouraged to (1) conduct additional research into interventions for work engagement; (2) explore Utrecht Work Engagement Scale, or UWES ("UWES", 2003; Schaufeli, Baker & Salanova, 2006) intervention research applications that measurably link the psychological construct of work engagement to meaningful business outcomes; (3) use intervention research to move towards a more common, practical engagement construct; one that ties together the preconditions, psychological factors, behavioral outcomes, and business results of engagement. This investigation supports the future study and application of work engagement interventions to raise the level of organizational performance in a wide variety of settings.

References

Bakker, A. B., Schaufeli, W. B., Leiter, M. P., & Taris, T. W. (2008). Work engagement: An emerging concept in occupational health psychology. Work & Stress, 22(3), 187-200.

Flagello, J. R., & Dugas, S. B. (2009). The savvy manager: 5 skills that drive optimal performance. Alexandria, VA: ASTD Press.

Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66(4), 701-716.

UWES. (2003). In W. Schaufeli & A. Bakker (Eds.), Utrecht work engagement scale: Preliminary manual. Retrieved April 17, 2009, from http://www.schaufeli.com/
 

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The one question employee engagement survey: Why are you still here?

The one question employee engagement survey: Why are you still here?


The shortest Employee Engagement survey has one question | Leandro Herrero
leandroherrero.com
And the question is: ‘Why are you still here?’ You learn about the organization by asking questions to employees when they leave you (exit interviews) but you learn far more when you ask them why they are staying (‘stay’ interviews). It’s not a joke. ‘Why are you still here?’ – with the emphasis on…

Open employee engagement with your key moment http://conta.cc/1p8ny4U

Open employee engagement with your key moment http://conta.cc/1p8ny4U


Open employee engagement with your key moment
conta.cc
What is the key moment at work that has the biggest impact on engagement for you and others? Is it the start of the day? The end of the day? How you begin a mobile meeting? Dealing with a conflict or work overload? Find the key moment and determine what you can do to prevent that moment from turning…

Employee Engagement Definition: A focus on “with others” http://wp.me/p1An1o-4Dw

Employee Engagement Definition: A focus on “with others” http://wp.me/p1An1o-4Dw


Employee Engagement Definition: A focus on "with others"
www.davidzinger.com
Employee engagement is not a solo endeavor (Reading time 42 seconds) I loved reading Kate Nasser’s deeper look at my employee engagement definition of: “good work, done well, with others, every day.” Thank you Kate. She offered an… [ 117 more words. ]

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