Leadership Strategies for Increasing Employee Engagement in the Service Industry by YaVonda M. Ulfig MSM, Indiana Wesleyan University, 2012 BA, Ball State University, 2006 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University April 2019 Abstract Companies lose an average of $1,000 in profit each year for every employee who feels disengaged and uncommitted to the firm’s success. Employee engagement is critical to an organization’s productivity, profitability, and competitive edge. The purpose of this single case study was to explore strategies that business leaders in a service organization use to increase employee engagement and work performance. The conceptual framework for this study was Homans’s social exchange theory. A purposeful sample of 6 company leaders participated in the study based on their success in developing strategies that enhanced employee engagement and performance in an advertising services firm headquartered in Indiana. The study included semistructured interviews to gather indepth information from participants about their successes related to employee engagement. Conducting member checking with participants and triangulating the data with company documents reinforced the validity of the findings. Data analysis involved using a manual and a computer-aided approach to compile the data, disassemble the data into codes, and reassemble the data into themes. Four key themes emerged: leaders offer attractive company benefits, including flexible work arrangements; leaders empower and appreciate employees; leaders provide professional development opportunities; and leaders foster unity through open communication and team building. The implications forCompanies lose an average of $1,000 in profit each year for every employee who feels disengaged and uncommitted to the firm’s success. Employee engagement is critical to an organization’s productivity, profitability, and competitive edge. The purpose of this single case study was to explore strategies that business leaders in a service organization use to increase employee engagement and work performance. The conceptual framework for this study was Homans’s social exchange theory. A purposeful sample of 6 company leaders participated in the study based on their success in developing strategies that enhanced employee engagement and performance in an advertising services firm headquartered in Indiana. The study included semistructured interviews to gather indepth information from participants about their successes related to employee engagement. Conducting member checking with participants and triangulating the data with company documents reinforced the validity of the findings. Data analysis involved using a manual and a computer-aided approach to compile the data, disassemble the data into codes, and reassemble the data into themes. Four key themes emerged: leaders offer attractive company benefits, including flexible work arrangements; leaders empower and appreciate employees; leaders provide professional development opportunities; and leaders foster unity through open communication and team building. The implications for positive social change include the potential to increase employee engagement and performance within firms in the service industry, which can help increase profitability. Higher profitability can enable organizational leaders to financially address social issues such as poverty, which may benefit members of their communities. Leadership Strategies for Increasing Employee Engagement in the Service Industry by YaVonda M. Ulfig MSM, Indiana Wesleyan University, 2012 BA, Ball State University, 2006 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University April 2019 Dedication I dedicate this study to my Lord and Savior, Jesus Christ, who gave me the strength to persevere throughout this journey. I also dedicate this study to my husband, Mark, and my children, Urijah and Anyaliese, whose unconditional love and support have helped make this dream a reality. Acknowledgments I thank each of the company leaders who participated in this study. I also appreciate Dr. Marilyn Simon and Dr. Godwin Igein, whose encouragement and guidance inspired me to keep progressing throughout my doctoral journey. In addition, I acknowledge Dr. Jamie Patterson, Dr. Matthew Knight, and Dr. Neil Mathur for their valuable advice and suggestions. Finally, I am grateful for the continued support of my colleagues, friends, and family, who provided words of encouragement each step of the way.

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Leadership Strategies for Increasing Employee Engagement in the Service Industry

The impacts of the work-life balance arrangement on organisational performance is a growing concern amongst researchers and practitioners This study synthesised 202 records from 58 published papers to evaluate the relationship between the work-life balance arrangement and organisational performance by means of a meta-analysis The organisational performance was measured based on six perspectives, including career motivation, employee attendance, employee recruitment, employee retention, organisational commitment, and productivity The results showed a positive relationship between the work-life balance arrangement and organisational performance (OR: 1181, 95% CI: 1125-1240, p < 0001) Of the six perspectives, only career motivation, employee attendance, employee recruitment, and employee retention were significantly associated with the work-life balance arrangement The moderators affecting the relationship between the work-life balance arrangement and organisational performance were gender, sector, and employee hierarchy The results provide theoretical suggestions on the effectiveness of the work-life balance arrangement in terms of the six perspectives related to organisational performance

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How Is Work-Life Balance Arrangement Associated with Organisational Performance? A Meta-Analysis.

Company needs to maintain and to give consideration to their employees as they want the company productivity to gain profits. The majority employees in the company are from millennial generation. Millennial generation without a doubt leaves their company when they have not felt yet attached to the company. Employee engagement is one of the ways that can make the employee stay at the company. Employee engagement which consists of vigour, dedication and absorption dimension are known to have a positive impact on the employee productivity. In contrast, employee disengagement can destruct the company. One of the aspects that can improve employee engagement is work-life balance. The objective of this study is to find out the effects of work-life balance on employee engagement in millennial generation employees. The research participants in this study were employees of PT. Senwell Indonesia from Banjarmasin. In collecting the data, researchers employed a work-life balance scale and the Utrecht work engagement Scale. A simple linear regression was recruited so as to analyse the data. The results have shown that the percentage of work-life balance on employee engagement shows 14.3 %. Companies that give consideration to the welfare of employees’ personal life and work life are proven to be able to influence the level of employee engagement in the company.

The Effects of Work-Life Balance towards Employee Engagement in Millennial Generation

Objective: The importance of firm survival in a highly competitive business environment cannot be over emphasized. Organisational Citizenship Behaviour (OCB) is however considered to be one of the fundamental behavioural initiatives that can help firms achieve sustainable survival in the midst of economic turbulence as organisations now depend on their employees for success. Recent studies on the sustainability of firms shows that many Nigerian manufacturing firms are into extinction and few operate at a sustainable level as a result of the operating environment of business occasioned by global capitalism which has been unpredictable, complex and competitive. The main objective of this study is to explore extant studies on OCB and its influence on firm survival specifically in the Nigerian manufacturing sector.
Methods: In order to fill this lacuna, this study explored reputable data bases of both empirical and non-empirical extant studies on OCB between 2009 and 2019. Studies were selected from business, management, Industrial/organisational psychology and human resource data bases. OCB was observed to have many dimensions which are overlapping and were re-categorized based on their objectives and characteristics.
Results: OCB dimensions identified have significant effect on positive behavioural outcomes. It is therefore recommended that organisations should challenge their employees by providing them with positive work climate that will foster extra role behaviour in order to ensure organisational survival. Also, a proposed study model integrating the dimensions of OCB was developed which is expected to serve as hypothetical basis for future research and practice. More so, some theoretical frameworks were linked to OCB and positive employee behavioural outcomes that can foster firm survival.

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Organisational Citizenship Behaviour and its Influence on Manufacturing Firms Survival in Nigeria: A Systematic Review

This paper is published under the terms of the Attribution-NonCommercial-NoDerivatives 4.0 International (CC BY-NC-ND 4.0) License, http://creativecommons.org/licenses/by-nc-nd/4.0/.

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Model of excellence : from individuals to dynamic capabilities

The Work-Life Balance concept has been the discourse of many scholars due to the dynamism in the workplace. The main objective of this study was to ascertain the extent to which work-life balance initiative predicts employee behavioral outcomes in some selected commercial banks in Nigeria. To achieve this, the study adopted a survey research design for an accurate investigation. Three hundred and thirty nine (339) respondents were surveyed across the top five (5) commercial banks with branches in Lagos State, Nigeria using stratified and simple random sampling techniques. Structural Equation Model (AMOS 22) was used for the analysis to find the resultant effects and the degree of relationship between the exogamous and endogamous variables. Results show that work leave arrangement, flexible work arrangement, employee time out, employee social support and dependent care initiative are predictors of employee behavioral outcomes such as job satisfaction, employees’ intention and employees’ engagement. The study emphasized the need for top management to review the appropriateness and relevance of work-life balance programmes, policies and activities that support and encourage employees as regards their personal and family life issues that are aimed towards inspiring acceptable workplace behavior. This study contributes to the exiting knowledge in the area of work-life balance and employee behavioral outcomes. The insights discovered from this study would help to facilitate management to develop work-life balance initiatives and standard institutional strategies that will propel appropriate and acceptable behavior in the world of work. This will also be useful for managers who wish to improve the well-being of their employees and organizational performance outcomes.

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Fatogun Demilade

Papers

Work-Life Balance Initiative as a Predictor of Employees' Behavioural Outcomes