South Asian Journal of Management

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Organizational Effectiveness as a Function of Employee Engagement


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1 Department of Humanities & Social Sciences, Indian Institute of Technology, Roorkee (IITR), Roorkee, India
     

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The paper reviews the organizational paradigms of employee engagement in context of its organizational outcomes and aims to unlock the relationship between engagement and perceived organizational effectiveness. The study was designed to generate and test two hypothesized models colligating between engagement and the constituents of organizational effectiveness. The results of structural equation modeling suggest that engagement is significantly associated with perceived organizational effectiveness in that it also entails a positive impact upon the organizational effectiveness. The results encourage organizations to consider the potential significance of employee engagement towards organizational effectiveness and also exemplify the role of HR managers in delineating the psychological fabric of the organization and conditions for high engagement. The paper adds useful insights while articulating that engagement is an expedient phenomenon that drifts organizational effectiveness.
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  • Organizational Effectiveness as a Function of Employee Engagement

Abstract Views: 204  |  PDF Views: 0

Authors

Aakanksha Kataria
Department of Humanities & Social Sciences, Indian Institute of Technology, Roorkee (IITR), Roorkee, India
Renu Rastogi
Department of Humanities & Social Sciences, Indian Institute of Technology, Roorkee (IITR), Roorkee, India
Pooja Garg
Department of Humanities & Social Sciences, Indian Institute of Technology, Roorkee (IITR), Roorkee, India

Abstract


The paper reviews the organizational paradigms of employee engagement in context of its organizational outcomes and aims to unlock the relationship between engagement and perceived organizational effectiveness. The study was designed to generate and test two hypothesized models colligating between engagement and the constituents of organizational effectiveness. The results of structural equation modeling suggest that engagement is significantly associated with perceived organizational effectiveness in that it also entails a positive impact upon the organizational effectiveness. The results encourage organizations to consider the potential significance of employee engagement towards organizational effectiveness and also exemplify the role of HR managers in delineating the psychological fabric of the organization and conditions for high engagement. The paper adds useful insights while articulating that engagement is an expedient phenomenon that drifts organizational effectiveness.