I looking the literature related to relationship between employee engagement and employees experience in improving organisational performance for my project.
Employee engagement, will lead to exchange their experience, that as known ''Knowledge Sharing", which will conducive to innovative work behavior, new ideas, adopt new work techniques, new services or products. Innovative work behavior is an innovation in the individual level, which considers as an antecedent of the innovation performance, which affects on organization performance.
Dear Dhani,
If we prefer "strategy map" framework of Kaplan and Norton (1992, 1993, 1996, 2000); employee engagement and experiences of employees will affect internal processes of an organization by improving produductivity of raw materials, work forces etc. Then, improved internal processes will lead to higher customer satisfaction and customer loyalty. Finally, increased customer satisfaction will result in stronger financial performance. Good luck in your studies!
Best regards,
Mehmet Eryılmaz
Dear colleague,
You can look at employees' commitment from different perspectives. One of the most relevant is through the prism of organizational communications, which also covers what the colleagues have said above.I'm sending you a bibliography of two studies that may be useful to you.
Best regards,
Yanica
Hay Group, 2001: Engage Employees and Boost Performans .
Rucci, 1998: Rucci, A. J. The employee-customer-chain at Sears. – Harvard Business Review, 76, 1998, № 1, p. 82 – 98.
Interesting enough question and I'd be interested to know how you arrived at it. The things that occur to me are; (1) explore the meaning of 'employee engagement' in the literature and whether that meaning fits your purpose (2) explore how you think 'the relationship' is measured - is that a quantitative analysis for example. And if so, what instruments are used to measure 'employee engagement' (3) connected to (2) above, what aspect of 'organizational performance' are you attempting to establish the relationship of employee engagement to? How do you measure that and its relationship to 'employee engagement'? And will that be measured in the short or long-term? (4) how will you account for other elements that may impact 'organizational performance'? - so, how much of organizational performance is accounted for by employee engagement and how much is accounted for by other factors? (5) will you be looking at all employees generally or groups of employees - for example, senior managers may be more 'engaged' than 'shop-floor workers' (or vice versa!) and how will that impact organizational performance.
Not an easy question! For starters try:
Schaufeli, W.B. (2013). What is engagement? In C. Truss, K. Alfes, R. Delbridge, A. Shantz, & E. Soane (Eds.), Employee Engagement in Theory and Practice. London: Routledge.
Bakker et al., 2008. Work engagement: An emerging concept in occupational health psychology. Work & Stress, 22 (3), pp187-200.
Good luck!
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