| Description |
1 online resource (226 pages) |
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text file |
| Contents |
Cover; Title Page; ENDORSEMENTS; TITLE PAGE 2; COPYRIGHT PAGE; ACKNOWLEDGEMENTS; TABLE OF CONTENTS; ABOUT THE EDITORS; ABOUT THE CONTRIBUTORS; FOREWORD; INTRODUCTION; Chapter 1 Theoretical framework foremployee engagementby Abigail Moshoeu; INTRODUCTION; CONCEPTUALISATION OF ENGAGEMENT FROMPRACTITIONERS AND ACADEMICS; Business approaches to engagement; Academic approaches to engagement; THEORETICAL FRAMEWORKS UNDERPINNINGENGAGEMENT; Kahn's (1990) psychological conditions; Psychological meaningfulness; Psychological safety; Psychological availability. |
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Empirical validation of psychological conditionsSchaufeli and Bakker (2004): burnout and engagement; Vigour; Dedication; Absorption; Empirical validation of burnout and engagement; Drivers of engagement; Job demands-resources model; OUTCOMES OF EMPLOYEE ENGAGEMENT; Organisational commitment; Job satisfaction; CONCLUSION; Chapter 2 Engagement and strategyby Hester Nienaber; INTRODUCTION; ENGAGEMENT; Engagement at individual level; Engagement at the organisational level; Synthesis of engagement; FROM ENGAGEMENT TO STRATEGY; Competitive advantage. |
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Human Resources as a dimension of competitive advantageStrategy failure; ENGAGEMENT AND STRATEGY IMPLEMENTATION INSOUTH AFRICA; The six lowest-ranked statements in the 2014 and 2015 surveys; MANAGEMENT ACTION TO IMPROVE ENGAGEMENTAND STRATEGY IMPLEMENATION; CONCLUSION; Chapter 3 Engagement in multi-cultural environments: Reflections andtheoretical developmentby Rica Viljoen; INTRODUCTION; Engagement in multi-cultural settings; The importance of construct-based assessments; The importance of a scientific approach to organisational research; The importance of describing cultural dynamics. |
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The importance of hearing the participantsThe importance of involving the leader; The importance of understanding gender dynamics; The importance of understanding power dynamics; The importance of an enquiry design that stimulates inclusivity; The importance of designing an inclusive data-gathering process; The importance of understanding causalities; The importance of voluntarily participation; The importance of confidentiality; A universal conceptualisation of engagement; Introduction; Engagement as human energy in the system to perform. |
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Concepts of inclusion, a climate of inclusion and inclusivityEngagement conceptualised; The BeQ philosophy as a multi-cultural alternative; The focus of the BeQ; Constructs that the BeQ describes; Levels of engagement; Being indifferent or apathetic; Vicious cycles of low human systemic energy -- disengaged; The BeQ delimited; Unique properties of the BeQ philosophy; Systemic implications of the BeQ; Conducting a BeQ study; Design principles of a multi-cultural BeQ session; CONCLUSION; Chapter 4 The current state of employeeengagement in South Africaby Nico Martins; INTRODUCTION. |
| Note |
The measurement of engagement. |
| Local Note |
eBooks on EBSCOhost EBSCO eBook Subscription Academic Collection - North America |
| Subject |
Employee motivation.
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Employee motivation. |
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Employees -- Attitudes.
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Employees -- Attitudes. |
| Genre/Form |
Electronic books.
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| Added Author |
Martins, Nico.
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| Other Form: |
Print version: Nienaber, Hester. Employee Engagement in a South African Context. Randburg : KR Publishing, ©2016 9781869225421 |
| ISBN |
9781869225438 (electronic book) |
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1869225430 (electronic book) |
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