Seybold Report ISSN: 1533-9211
Mehaboob Nisha M F1 Ramesh P2
Vol 17, No 12 ( 2022 ) | Licensing: CC 4.0 | Pg no: 3372-3381 | Published on: 30-12-2022
Abstract
Obtaining a competitive edge in today's fast-paced and competitive economic environment is a difficult and challenging undertaking for every organisation. Because of this, businesses place a significant amount of reliance on their staff to come up with original ideas for goods, services, processes, and business strategies. Incentives and policies can be tailored to employees' individual values, personalities, skills, requirements, and expectations of the company as a whole in order for organisations to encourage and facilitate employees' abilities to be creative and innovative in their work. This can help organisations both encourage and facilitate employees' creative and innovative abilities. It is fascinating to investigate the concept of "engagement" due to its unique quality, which can be summed up as the following: a strong desire to contribute to the success of one's organisation as a result of one's own intrinsic motivation, encouragement, power, and happiness, as well as one's alignment with the organization's goals and independence in taking action. The concept of "engagement" is fascinating to investigate because of its distinctive quality, which can be summed up as the following: a strong desire to contribute It is possible that the company may experience greater production if there is a harmonious relationship between the workers and the supervisors. Therefore, employee performance may have an effect on desired work behaviours such as employee engagement, which may increase operational success and support the best efforts made by the organisation.
Due to the fact that CPP is the sole predictor used, the study has certain limitations. According to this viewpoint, in addition to EE and EP, other aspects such as work resources (the motivational process), and job demand (the stress process), should be incorporated in further studies. In further research, moderating variables, such as demographic characteristics that were also neglected in the current investigation, should be included in order to strengthen or significantly explain the variance of EP. The current conceptual framework needs to be expanded upon in further research in order to make it possible to define a greater range of possible variations.
Keywords:
Employee engagement, Individual performance, Career Planning, Mediation analysis