A Study on how Worklife Balance affects Employee Engagement in a public sector in a Public Sector
Literature review
Employee engagement has been conceptualized in many different ways. There is no single agreed definition and research has shown that, however engagement is defined, it is a multi-faceted construct. Findings suggest people seek more meaning in their day to day work than they do in their personal lives. There is a connection between employee engagement and business results. It has an effect on effect of individual difference on work performance, perception and personality, emotional factors, personal relationships, demographic factors. (International Journal of Trade, Economics and Finance, Vol 2, No.3, June 2011
(A Prognostic Examination of Employee Engagement from its Historical Roots)
There is a positive relationship between employee engagement and sales growth, lower cost of goods sold, customer focus and reduced turnover.
Organization that provides a workplace culture with the psychological conditions of meaningfulness; safety and availability are more likely to have engaged employees. Work life balance and employee engagement becomes a visible benchmark among high performing organizations that reap the economic reputational benefits of being publicly recognized as a ‘best place to work’ or an ‘employer of choice’(Asian Journal of Management Research, Vol 2 Issue 1,2011 (Work life Balance: The key driver of employee engagement)
Effective work-life balance strategies benefit both employees and employers. Finding and implementing the right combination of win-win solutions to meet the needs of both, the organization and its employees is not necessarily a quick and easy process.( Work-life Balance Making it work for your business)
Employee engagement has been conceptualized, individual differences relate to employee engagement, employee involvement relate to employee engagement
The highest numbers of employees were found ‘not engaged’ category. People seek more meaning in their day to day work than they do in their personal lives.
Employee engagement has been conceptualized in many different ways. There is no single agreed definition and research has shown that, however engagement is defined, it is a multi-faceted construct. Findings suggest people seek more meaning in their day to day work than they do in their personal lives. There is a connection between employee engagement and business results. It has an effect on effect of individual difference on work performance, perception and personality, emotional factors, personal relationships, demographic factors. (International Journal of Trade, Economics and Finance, Vol 2, No.3, June 2011
(A Prognostic Examination of Employee Engagement from its Historical Roots)
There is a positive relationship between employee engagement and sales growth, lower cost of goods sold, customer focus and reduced turnover.
Organization that provides a workplace culture with the psychological conditions of meaningfulness; safety and availability are more likely to have engaged employees. Work life balance and employee engagement becomes a visible benchmark among high performing organizations that reap the economic reputational benefits of being publicly recognized as a ‘best place to work’ or an ‘employer of choice’(Asian Journal of Management Research, Vol 2 Issue 1,2011 (Work life Balance: The key driver of employee engagement)
Effective work-life balance strategies benefit both employees and employers. Finding and implementing the right combination of win-win solutions to meet the needs of both, the organization and its employees is not necessarily a quick and easy process.( Work-life Balance Making it work for your business)
Employee engagement has been conceptualized, individual differences relate to employee engagement, employee involvement relate to employee engagement
The highest numbers of employees were found ‘not engaged’ category. People seek more meaning in their day to day work than they do in their personal lives.
Bibliography: 1. Cameron, K., & Quinn, R. (2006). (Rev. ed.). San Francisco: Jossey-Bass Diagnosing and changing organizational culture 2 6. Gibbons, J. (2007, June). (Report No. A-0236-07-EA). Ottawa, ON, Canada: Finding a definition of employee engagement The Conference Board of Canada. 7. Joanna Hughes, UK. Vol, 36, no 1, 2007 Work Life Balance as source of job dissatisfaction and withdrawal attitudes 8 9. Shaw k (2005) Vol, 9, no 3 An Engagement Strategy Process for communication, Strategic Communication Management 10