Well-Being and Engagement of Employees

This research paper was a dissertation for the MBA at Cardiff University and acquired a distinction. It focuses on Employee Wellbeing of employees in Pakistan, particularly the employees working in the big four accounting firms in Pakistan, where consultants have to fulfil unrealistic deadlines to satisfy their clients with top quality work.

This paper aims to explore HRM activities and processes directly or indirectly responsible for nurturing creativity and ultimately innovation in Indian organizations. Some of the HRM activities within processes have been explored by means of this qualitative study possibly nurturing the creativity in the organizations on the basis of which the innovative processes in the organizations can be built. A case study was conducted in two different multinational companies operating in a global arena, with different HRM strategies. The major three roles through which a Human Resource Manager interacts most with the employees and hence the chances to enroot innovation and creativity is identified as recruiting or Staffing, Organizing & Motivating. Despite of different strategies, the cases was found to have several similar opportunities for HRM to nurture creativity and hence innovations. The empirical material was based on interviews with employees, line managers and HR professionals employed in the two companies. Although Hrm department has no clear process for developing creativity and innovation, it has been found to nurture creativity and hence innovation.

The aim of this research is to study how internal communication inefficiency can, if at all, lead to organizational crisis. An answer to this question was found by studying theory and previous empirical research on internal communication and organizational crisis. For the purpose of this paper, a case study of one particular organizational crisis was carried out by applying a combined research methodology – in-depth interviews and a survey. As a result of a detailed analysis of theory and a study of a real life case, a new concept – „internal communication crisis” – was identified in the master’s thesis. Also it was established that an internal communication crisis is a result of asymmetrical formal internal communication, a lack of leadership, weak organizational culture and a lack of values, as well as active grapevine communication. This research study found that an internal communication crisis is directly related to an organizational crisis because there is a big possibility that in the alternative decision-making process, established as a result of an internal communication crisis, employees try to solve organizational problems  by involving external stakeholders. Such attempts to involve external stakeholders lead to a very high risk of negative publicity and damages to reputation, which gives the national policy decision-makers an opportunity to expose an organization to threats of liquidation or resource reduction.
Keywords
Formal internal communication, leadership, organizational culture, informal internal communication, organizational crisis, internal communication crisis.

Paper type: Case study

Psychological capital (PsyCap) is personal power and autonomy in every person, which is one of the factors that affect an employee's well-being. PsyCap as the development of positive psychology could strengthen individuals in understanding their competency and enhancing their capabilities, as well as the concept of psychological empowerment. Furthermore, psychological empowerment is also a factor in the employee's well-being; therefore, this study purpose to find out whether the relationship of PsyCap and employee well-being has a role of psychological empowerment as a mediator. The total of respondents is 307 employees in the services company. The analysis technique applied the mediation regression analysis model no. 4 by Hayes. The results showed that the relationship between PsyCap and employee well-being, contained the role of psychological empowerment as a partial mediator. Wherein, PsyCap will have a more significant effect if through psychological empowerment first. This study like dew in the desert where this study seeks to cover the gap in previous research and, especially for psychology literature regarding these three variables.

Employees are the primary asset of any organization. The brand is represented by its employees. Unhappy employees show their attitudes through their work behavior, coworkers' interaction, and most important customer interactions, as all these interactions are affected by their mood and state of mind. Disengaged employees pull down companies, costing in lost productivity and resulting in much higher turnover rates. That is why the subject of employee engagement in organizations is becoming more popular. Employees are the key to organizational success. Especially in Tourism and Hospitality Industry first priority should be given to investing in employees. This study has raised effectiveness of employee engagement through linkage of the employee and organizational centric outcomes of employee engagement.

Psychological capital (PsyCap) is personal power and autonomy in every person, which is one of the factors that affect an employee's well-being. PsyCap as the development of positive psychology could strengthen individuals in understanding their competency and enhancing their capabilities, as well as the concept of psychological empowerment. Furthermore, psychological empowerment is also a factor in the employee's well-being; therefore, this study purpose to find out whether the relationship of PsyCap and employee well-being has a role of psychological empowerment as a mediator. The total of respondents is 307 employees in the services company. The analysis technique applied the mediation regression analysis model no. 4 by Hayes. The results showed that the relationship between PsyCap and employee well-being, contained the role of psychological empowerment as a partial mediator. Wherein, PsyCap will have a more significant effect if through psychological empowerment first. T...

Corporate Social Responsibility (CSR) has become as an important topic of research as it has ramifications for practitioners. Therefore, this study aims at examining organizational commitment and employee engagement as consequent of perceived CSR with the mediating role of job satisfaction. A questionnaire based survey was used to collect data from 736 faculty members of higher education institutions. Hypotheses were tested using structural equation modeling. Results reveal that, perceived CSR positively influence employees level of engagement and commitment towards their organization, whereas, this mechanism is partially supported considering job satisfaction as a mediating variable. This study is novel and has implications for the higher education institutions.

This article introduces theoretical and methodological analysis of research of the «professional well-being» phenomenon. The author reviews and defines the differences between the main approaches to professional well-being, such as: occupational health, job satisfaction, affective well-being, quality of working life, occupational well-being.
There has been marked a difference between the content of the basic constructs, used in the context of each approach. There has been indicated expediency of using the «job satisfaction» construct as a designation of subjective cognitive self-assessment of the coincidence of professional representations and existing working conditions.
The study proposes to use the «professional well-being» construct to reflect the essence of this phenomenon more precisely in contrast to the «occupational well-being» construct, which is common to any professions and does not reflect the professional specifics of the perception of the world.
Differences in the occupational image of the world and various professions representatives significantly influence the content and structure of their motives, professionally significant personality traits and requirements for working conditions. And it also makes it impossible to define the uniform criteria for professional well-being for all professional groups.
In connection with the above mentioned, the prospect of further research is defined in the direction of applying more individual approaches to study the content and structure of professional well-being of various professional groups and developing own empirical model.

Apart from being one of the fastest growing industries in India, information technology plays a crucial role in driving the nation's economy and transforming India's image from a developing economy to a global superpower. With the market becoming highly competitive and HR managers facing a severe dearth of quality professionals, retention of talented employees has assumed prime importance and ensures the sustainability and productivity of the organization. While employee poaching is the buzz word of the industry, a small mistake can lead to the exit of creative and talented employees to the competitor and this may prove to be detrimental for the organization. Literature has categorized employee turnover into functional and dysfunctional. When a high performer leaves the firm, it is referred to as dysfunctional turnover and when the unproductive workers leave, it is called functional turnover. This study focuses on dysfunctional turnover since it is the main concern of HR managers. When an individual leaves the organization, it takes approximately seven weeks for the position to be replaced and productivity of the team is affected. In the past, most of the studies have concentrated on employee turnover and the retention aspect is highly under researched. This research focuses on clearly defining the relationship between innovative human resource practices and employee engagement. Researcher investigates the various existing definitions of the independent and dependant variables. 400 employees working in 20 software companies were included in the study and well designed questionnaires were distributed for the purpose of data collection. Results showed that there exists a strong negative impact of innovative human resource practices on employee engagement. Introduction According to the figures published by NASSCOM (NASSCOM, 2013), software industry in India is poised to touch the magical figure of $135 billion by the end of 2016 with a CAGR of 13%. With this, the annual contribution of the sector to the country's GDP will reach a whopping 7%. In the year 2014, the industry has created more than 14.2 million employment opportunities, making it the single largest job providers in the private domain. Even amidst these positive statistics, it is reported that the employee attrition rates in the sector has escalated to 55% in the year 2012, which is a 15% leap compared to the previous year. Since the software industry is very much dependant on the employees, turnover can have serious implications for the business. Studies have shown that retention is more cost effective compared to hiring because of the cost involved in turnover. According to a global survey, it was found that the cost of replacing an employee accounts to 28%(non-management) to 45%(management) of the individual's annual salary. Apart from this, expenses are incurred when the co-workers does the individual's job in the interim, leading to a domino effect on the cost of the turnover. Researchers have established a positive relationship between retention rate and a firm's performance in terms of customer satisfaction, effectiveness and productivity. Profitability of low attrition companies is 34% more than that of companies having above average retention. This is the reason why all workplaces are obsessed with employee engagement initiatives. It is a proven fact that engaged employees are more productive, motivate others, perform better and most importantly, being loyal to the organization and stay with the firm.

This study investigates the relationship between organisational-level High Performance Work Systems (HPWS) and
individual Employee Engagement (EE). The current paper focused on an overview of the different perspectives of the concept of
high performance work practices (HPWP), showing how the variable has evolved over time. Research has shown that firms must
satisfy both their customers and employees to ensure an easily adaptable work forice who are able to meet customer needs in a
timely manner. According to the definition of HPWS, it consists of initiatives taken to ensure employee motivation, training,
their involvement in decision making, delegation of authority, remuneration based on performance, rewarding loyalty.The
effective implementation of HPWP is a daunting task for firms wishing to achieve a sustainable competitive advantage. For the
present study, researcher collected data from 320 employees working in software companies. Results showed that there exists a
strong positive relationship between high performance work systems and employee engagement. An in-depth analysis found that
high performance work systems have a positive impact on attachment, commitment and organizational citizenship dimensions of
employee engagement. It was also observed that high performance work systems have a higher level of impact on the attachment
dimension of employee engagement compared to commitment and organizational citizenship.

Emotional intelligence is essential factor responsible for determining success in personal and professional life. Psychological wellbeing seems to play an important role in shaping the behavior & performance of individual’s work-life environment. This study is undertaken to understand the performance level of students in educational institutions in Mysore, the study focuses on understanding emotional intelligence of students, its connectivity to their performance. This paper examines the impact of four significant aspects of Emotional Intelligence that is self-awareness, Emotional Resilience, Motivation, Interpersonal sensitivity, Influence, Intuitiveness, Conscientiousness. Data for this study was collected through questionnaire and the respondents were the college students. The study used statistical tools like ANOVA, Regression analysis. The findings reveal that Self-awareness, Influence, Conscientiousness has positive influence on Emotional Intelligence.

India is an attractive destination for global investment. Yet multinational firms seeking to do business in this dynamic and diverse environment often overlook the importance of local values and traditions when designing their human resources policies. Interviews with a dozen human resource managers in three industry‐leading firms reveal the importance of devising personnel policies that address social relationships and family concerns, and highlight how such efforts can align with and support the achievement of organizational goals. Key lessons center on effective recruitment and selection, ongoing training and development, initiatives that boost employee engagement, and attention to employees' overall well‐being.