A STUDY OF THE RELATIONSHIP BETWEEN EMPLOYEE ENGAGEMENT AND EMPLOYEE WELL-BEING IN IT MNCS

Authors

  • Abhijit Khurape Assistant Professor, AISSMS Institute of Management, Pune
  • Dr. Ganeshkumar G. Gondane Professor & HOD, Smt. Laxmibai Radhakishan Toshniwal College of Commerce, Akola

DOI:

https://doi.org/10.29121/shodhkosh.v5.i3.2024.4575

Keywords:

Employee engagement, employee well-being, IT industry, Multi-national Corporation (MNC), organizational culture, leadership, work-life balance. Agility, WHO-5 Well-being Index, Utrecht Work Engagement Survey (UWES)

Abstract [English]

The present research study explores the strategic relation between employee engagement and employee well-being in the Information Technology (IT) Multi-National Corporations (MNCs) (GOMATHY, 2022). IT MNCs are well-known for the high-intensity work settings, prolonged work hours, and rapid technological upgradation and advancements (Bakker & Demerouti, 2017a). This is an attempt to understand how engagement influences well-being which is critical for MNCs specifically in Information Technology (IT) Industry struggling to elevate performance and productivity, improve retention, and nurture a cohesive, supportive, and healthy work culture (Bakker et al., 2012). The study synthesizes existing literature, presents case studies from global IT companies, and offers recommendations for improving both engagement and well-being. The findings suggest a positive correlation between employee engagement and well-being, with leadership, work-life balance, and organizational culture being key mediators in this relationship.
In summary, The study examines the co-relation between employee engagement strategies and Employee well-being practices in the IT MNCs to underscore culture, leadership and work-life balance as crucial aspects as an organizational driver for retention, progress, performance, and productivity (Poelmans et al., 2008).

References

Adrian Putra Ariussanto, K., Jiwa Husada Tarigan, Z., Br Sitepu, R., & Kumar Singh, S. (2020). Leadership Style, Employee Engagement, and Work Environment to Employee Performance in Manufacturing Companies. SHS Web of Conferences, 76, 01020. https://doi.org/10.1051/SHSCONF/20207601020 DOI: https://doi.org/10.1051/shsconf/20207601020

Alarcon, G. M., & Edwards, J. M. (2011). The relationship of engagement, job satisfaction and turnover intentions. Stress and Health, 27(3). https://doi.org/10.1002/SMI.1365 DOI: https://doi.org/10.1002/smi.1365

Annamarie Mann. (2018, January 15). Why We Need Best Friends at Work. Workplace. https://www.gallup.com/workplace/236213/business-case-employee-engagement-infographic.aspx

Attridge, M. (2009). Measuring and managing employee work engagement: A review of the research and business literature. Journal of Workplace Behavioral Health, 24(4), 383–398. https://doi.org/10.1080/15555240903188398 DOI: https://doi.org/10.1080/15555240903188398

Bakker, A. B., & Demerouti, E. (2017a). Job demands-resources theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 22(3), 273–285. https://doi.org/10.1037/OCP0000056

Bakker, A. B., & Demerouti, E. (2017b). Job demands-resources theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 22(3), 273–285. https://doi.org/10.1037/OCP0000056 DOI: https://doi.org/10.1037/ocp0000056

Bakker, A. B., Demerouti, E., & Ten Brummelhuis, L. L. (2012). Work engagement, performance, and active learning: The role of conscientiousness. Journal of Vocational Behavior, 80(2), 555–564. https://doi.org/10.1016/J.JVB.2011.08.008 DOI: https://doi.org/10.1016/j.jvb.2011.08.008

Biswas-Diener, R., Kashdan, T. B., & Lyubchik, N. (2016). Psychological Strengths at Work. The Wiley Blackwell Handbook of the Psychology of Positivity and Strengths-Based Approaches at Work, 34–47. https://doi.org/10.1002/9781118977620.CH3 DOI: https://doi.org/10.1002/9781118977620.ch3

Burbano, V. C. (2016). Social responsibility messages and worker wage requirements: Field experimental evidence from online labor marketplaces. Organization Science, 27(4), 1010–1028. https://doi.org/10.1287/ORSC.2016.1066 DOI: https://doi.org/10.1287/orsc.2016.1066

Burke, R. J., Fiksenbaum, L., Koyuncu, M., & Jing, W. (2009). Work engagement among hotel managers in Beijing, China: potential antecedents and consequences. Tourism Review, 64(3), 4–18. https://doi.org/10.1108/16605370910988791/FULL/HTML DOI: https://doi.org/10.1108/16605370910988791

DeShon, R. P., Kozlowski, S. W. J., Schmidt, A. M., Milner, K. R., & Wiechmann, D. (2004). A multiple-goal, multilevel model of feedback effects on the regulation of individual and team performance. Journal of Applied Psychology, 89(6), 1035–1056. https://doi.org/10.1037/0021-9010.89.6.1035 DOI: https://doi.org/10.1037/0021-9010.89.6.1035

Ellis Ryann. (2021, December 3). A Holistic Look at Organization and Employee Well-Being. Association for Talent Development. https://www.td.org/content/atd-blog/a-holistic-look-at-organization-and-employee-well-being

Gallup. (2021). Build an Exit Program That Improves Retention and Creates Positive Exit Experiences. Gallup Workplace. https://www.gallup.com/workplace/246512/exit-perspective-paper.aspx

Gallup. (2023). State of the global workplace: 2023 Report. Gallup, Inc., 1–95. https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx

Gallup Workspace. (2020). How to Improve Employee Engagement in the Workplace - Gallup. Gallup Workplace. https://www.gallup.com/workplace/285674/improve-employee-engagement-workplace.aspx

Glavas, A. (2014). Employee Engagement and Sustainability: A Model for Implementing Meaningfulness at and in Work. Journal of Corporate Citizenship, 2012(46), 13–29. https://doi.org/10.9774/GLEAF.4700.2012.SU.00003 DOI: https://doi.org/10.9774/GLEAF.4700.2012.su.00003

GOMATHY, D. C. K. (2022). Employee Engagement Strategies in Information Technology Companies. Interantional Journal of Scientific Research in Engineering and Management, 06(03). https://doi.org/10.55041/ijsrem11782 DOI: https://doi.org/10.55041/IJSREM11782

Grande, D. E. (2021). Hero Model: Walking Through the Method and Its Empirical Cases. Journal of Education and Human Resources JEHR, 2(1), 35–45.

Igu, N. C. N., Onyishi, C. N., Amujiri, B. A., Binuomote, M. O., Modebelu, M. N., Okafor, I. P., Awe, B. A., Fausta, M., Obih, S. O., Eke, D. O., Ezemoyin, M. C., Uzoma, B. N., Ugwu, J. I., & Mbon, U. F. (2023). Raising Leadership Self-Efficacy and Minimizing Organizational Burnout Among School Administrators in a GROW Model of Cognitive Behavioral Coaching. Journal of Leadership and Organizational Studies. https://doi.org/10.1177/15480518231171748 DOI: https://doi.org/10.1177/15480518231171748

Janovac, T., S, V. J., Tadić, J., Tomić, G., & Ćufalić, S. (2021). the Influence of Employee Motivation Factors on. 23(1), 224–239. DOI: https://doi.org/10.17512/pjms.2021.23.1.14

Kanungo, D. (2021). How HR Analytics Translate to Employee Engagement and Competitive Advantage. Tata Consultancy Services,. https://www.gallup.com/workplace/324218/millennials-finally-workplace.aspx,

Kim, J., & Jung, H. S. (2022). The Effect of Employee Competency and Organizational Culture on Employees’ Perceived Stress for Better Workplace. International Journal of Environmental Research and Public Health, 19(8), 4428. https://doi.org/10.3390/IJERPH19084428 DOI: https://doi.org/10.3390/ijerph19084428

Kim, W., Khan, G. F., Wood, J., & Mahmood, M. T. (n.d.). Employee Engagement for Sustainable Organizations : Keyword Analysis Using Social Network Analysis and Burst Detection Approach. https://doi.org/10.3390/su8070631 DOI: https://doi.org/10.3390/su8070631

Macey, W. H., & Schneider, B. (2008). The Meaning of Employee Engagement. Industrial and Organizational Psychology, 1(1), 3–30. https://doi.org/10.1111/j.1754-9434.2007.0002.x DOI: https://doi.org/10.1111/j.1754-9434.2007.0002.x

Madhani, P. (2020). (15) (PDF) Effective Rewards and Recognition Strategy: Enhancing Employee Engagement, Customer Retention and Company Performance. Worldwork Journal. https://www.researchgate.net/publication/343628153_Effective_Rewards_and_Recognition_Strategy_Enhancing_Employee_Engagement_Customer_Retention_and_Company_Performance

Madhavan, G., Oakley, B. A., Green, D. (Social entrepreneur), Koon, D., & Low, P. (2020). Practicing sustainability. 244.

Meyers, M. C., Kooij, D., Kroon, B., de Reuver, R., & van Woerkom, M. (2020). Organizational Support for Strengths Use, Work Engagement, and Contextual Performance: The Moderating Role of Age. Applied Research in Quality of Life, 15(2), 485–502. https://doi.org/10.1007/S11482-018-9702-4 DOI: https://doi.org/10.1007/s11482-018-9702-4

Musser, C. (2019). Give Employees the Right Kind of Feedback at the Right Time. Gallup Workplace. https://www.gallup.com/workplace/268937/give-employees-right-kind-feedback-right-time.aspx

Poelmans, S. A. Y., Kalliath, T., & Brough, P. (2008). Achieving work-life balance: Current theoretical and practice issues. Journal of Management and Organization, 14(3), 227–238. https://doi.org/10.5172/JMO.837.14.3.227 DOI: https://doi.org/10.5172/jmo.837.14.3.227

S Ceccacci, M. M. M. P. M. M. (2019). A multipath methodology to promote ergonomics, safety and efficiency in agile factories. International Journal of Agile Systems and Management, 12(4), 407–436. DOI: https://doi.org/10.1504/IJASM.2019.104582

Schaufeli, W. B., Shimazu, A., Hakanen, J., Salanova, M., & De Witte, H. (2019). An ultra-short measure for work engagement: The UWES-3 validation across five countries. European Journal of Psychological Assessment, 35(4), 577–591. https://doi.org/10.1027/1015-5759/A000430 DOI: https://doi.org/10.1027/1015-5759/a000430

Schaufeli, W., & Bakker, A. (n.d.). UWES UTRECHT WORK ENGAGEMENT SCALE Preliminary Manual.

Seligman, M. E., & Csikszentmihalyi, M. (2000). Positive psychology. An introduction. The American Psychologist, 55(1), 5–14. https://doi.org/10.1037/0003-066X.55.1.5 DOI: https://doi.org/10.1037//0003-066X.55.1.5

Shantaram, S. (2020). Key Performance Indicators for Agile Software Development Methodology. September 2020. https://www.researchgate.net/publication/344489915

Sharma, N., Khatri, B., & Attri, A. K. (2021). Impact of Green HRM Practices on Employees’ Behavior in IT Sector. Pacific Business Review International, 13(10), 57–68.

Shettigar, R., & Shankar, S. (2020). Impact of employee engagement on organisational effectivenee: an empirical study. Turkish Journal of Physiotherapy and Rehabilitation, 32(2), 3878–3883. www.turkjphysiotherrehabil.org

Shuck, B., & Reio, T. G. (2014). Employee Engagement and Well-Being: A Moderation Model and Implications for Practice. Journal of Leadership and Organizational Studies, 21(1), 43–58. https://doi.org/10.1177/1548051813494240 DOI: https://doi.org/10.1177/1548051813494240

Singhania, D. M., & Saini, D. N. (2022). Systems approach to environment, social and governance (ESG): Case of Reliance industries. Sustainable Operations and Computers, 3, 103–117. https://doi.org/10.1016/J.SUSOC.2021.11.003 DOI: https://doi.org/10.1016/j.susoc.2021.11.003

Sunil Kumar Suvvari. (2020). The Impact of Agile on Customer Satisfaction and Business Value. Innovative Research Thoughts, 6(5), 199–211. https://doi.org/10.36676/IRT.V6.I5.1413 DOI: https://doi.org/10.36676/irt.v6.i5.1413

Topp, C. W., Østergaard, S. D., Søndergaard, S., & Bech, P. (2015). The WHO-5 Well-Being Index: a systematic review of the literature. Psychotherapy and Psychosomatics, 84(3), 167–176. https://doi.org/10.1159/000376585 DOI: https://doi.org/10.1159/000376585

Vohra, N., Chari, V., Mathur, P., Sudarshan, P., Verma, N., Mathur, N., Thakur, P., Chopra, T., Srivastava, Y., Gupta, S., Dasmahapatra, V., Fonia, S., & Gandhi, H. K. (2015). Inclusive Workplaces: Lessons from Theory and Practice. Vikalpa, 40(3), 324–362. https://doi.org/10.1177/0256090915601515 DOI: https://doi.org/10.1177/0256090915601515

Wiles Jackie. (2019, October 15). What Is Employee Engagement. Gartner. https://www.gartner.com/smarterwithgartner/what-is-employee-engagement

Witters Dan; Agrawal Sangeeta. (2015, October 27). Well-Being Enhances Benefits of Employee Engagement. Gallup. https://www.gallup.com/workplace/236483/enhances-benefits-employee-engagement.aspx

Downloads

Published

2024-03-31

How to Cite

Khurape, A., & Gondane, G. G. (2024). A STUDY OF THE RELATIONSHIP BETWEEN EMPLOYEE ENGAGEMENT AND EMPLOYEE WELL-BEING IN IT MNCS. ShodhKosh: Journal of Visual and Performing Arts, 5(3), 1401–1408. https://doi.org/10.29121/shodhkosh.v5.i3.2024.4575