The study investigates the impact of customer incivility, job stress, perceived supervisor support, and perceived co-worker support on the turnover intention of frontline employees. A survey-questionnaire approach was used to collect the point of view of frontline employees that work in five-star hotels in a metropolitan city of Korea. Four independent variables that were extracted from valid theoretical backgrounds along with four demographic variables were used in the study. The regression analysis was conducted to test the hypotheses, which revealed that job stress directly affected the employees' desires to leave their organization. It also showed that perceived supervisor support mitigates employee turnover, and there were significant correlations between turnover intention with the employees' marital status and job position. Gender and years of service did not affect the employees' thinking of quitting their job. Our findings help hotel entrepreneurs better understand how to deal with customer incivility and employee job stress, and better comprehend the factors that minimize employees' negative behaviors for the organization.

https://www.mdpi.com/1660-4601/18/12/6616/pdf

A Threat of Customer Incivility and Job Stress to Hotel Employee Retention: Do Supervisor and Co-Worker Supports Reduce Turnover Rates?

Motivated and engaged employees tend to contribute more in terms of organizational productivity and support in maintaining a higher commitment level leading to the higher customer satisfaction. Employees Engagement permeates across the employee-customer boundary, where revenue, corporate goodwill, brand image are also at stake. This paper makes an attempt to study the different dimensions of employee engagement with the help of review of literature. This can be used to provide an overview and references on some of the conceptual and practical work undertaken in the area of the employee engagement practices.

/pdf/employee-engagement-a-literature-review-1x2v05cs6d.pdf

Employee Engagement: A Literature Review

Penelitian ini dilakukan untuk menelit i dampak gaji dan penghargaan terhadap keterlibatan karyawan. Penelitian ini secara khusus dilakukan diPT. BANK SULUT GO, MANADO. Metode yang digunakan dalam penelitian ini adalah eksploratif deskriptifkuantitatif. Populasi dalam penelitian ini terdiri dari karyawan PT. BANK SULUT GO. Hasil penelitian menunjukkan bahwagaji dan penghargaan dapat memotivasi pegawai sehingga dapat memotivasi mereka untuk bekerja dan memberikanperforma yang lebihbaik lagi sehingga bisa memberikan keuntungan lebih bagi perusahaan. Kata kunci: Gaji, Penghargaan, Keterlibatan Karyawan, Sistem.

The impact of reward and recognition on employee engagement at pt. bank sulutgo, manado. analisis dampak darigaji dan penghargaanterhadap keterlibatankaryawan di pt. banksulutgo, manado.

Student engagement is among the emerging discourses in education research. It is a significant factor in students' academic success and involves the student and the university's contributions. The literature extensively reports the studies that establish and explore the relationship between academic processes and student engagement; however, administrative processes are less focused. This study empirically tested the effect of administrative processes (admission, facilities management, counseling, and governance) and academic processes (teaching, learning, assessment & feedback, research & development) on student engagement. A survey instrument comprising 73 items was used to collect the data from 368 students of two private universities in Lahore, Pakistan. Except for the demographic fields, all items were gauged over a 7-point Likert scale with 1-7 (strong disagreement to the strong agreement). The reliability score of the pilot was 0.96, and of the final data, 0.92. Descriptive statistics were applied to explain the demographic characteristics of the sample. Smart PLS was used to draw structure equation models (SEM) by computing Partial Least Square (PLS) regression scores. Results have predicted strong and positive relationships between administrative processes, academic processes, and student engagement. PLS-SEM showed that both administrative processes and academic processes almost equally affect student engagement. The discussion of results revealed that administrative processes, though equally important as academic processes, but previous research shows less focus on it. The study concluded that emotional engagement is the least focused area by the administration as well as academia. The study suggests the private universities in Lahore to focus on improving their focus on developing emotional engagement of their students to reap loyalty and organizational commitment of their students.

https://journals.umt.edu.pk/index.php/uer/article/download/1103/537

Effect of University Administrative and Academic Processes on Student Engagement: An Empirical Evidence from Pakistan

Tujuan dalam  peneltan  n  adalah  untuk  menganalss  pengaruh  kepemmpnan  dan kompensas  terhadap  employee  engagement  dan  knerja  karyawan  d  PT.  Crcleka  Indonesa Utama-Regonal  Bal.  Peneltan  n  dlakukan  karena  mash  adanya  perbedaan  dengan peneltan  lannya.  Data  yang  dpergunakan  dalam  peneltan  n  adalah  data  prmer.  Varabel yang dpergunakan dalam peneltan n adalah kepemmpnan dan kompensas sebaga varabel bebas,  knerja  karyawan  sebaga  varabel  terkat  dan  employee  engagementsebaga  varabel ntervenng.Analss  data  dalam  peneltan  n  menggunakan  alat  bantu    program  IBM  SPSS Statstcs 20 dan IBM SPSS Amos 20.
Hasl dar peneltan n menunjukkan bahwa: 1) Kepemmpnan berpengaruh sgnfkan terhadap  employee  engagement;  2)  Kompensas  berpengaruh  tetap  tdak  sgnfkan  terhadap employee engagement; 3) Kepemmpnan berpengaruh tetap tdak sgnfkan terhadap knerja karyawan;  4)  Kompensas  berpengaruh  sgnfkan  terhadap  knerja  karyawan;  5)  Employee Engagement  berpengaruh  sgnfkan  terhadap  knerja  karyawan;  6)  Kepemmpnan  memlk pengaruh tdak langsung yang bermakna terhadap knerja karyawan melalu medas employee engagement;  7)  Kompensas  memlk  pengaruh  langsung  terhadap  knerja  karyawan  tanpa melalu medas employee engagement.

/pdf/kepemimpinan-kompensasi-dan-employee-engagement-sebagai-3el8lrvsz4.pdf

KEPEMIMPINAN, KOMPENSASI DAN EMPLOYEE ENGAGEMENT SEBAGAI VARIABEL INTERVENING PENGARUHNYA TERHADAP KINERJA KARYAWAN (Studi Pada PT Circleka Indonesia Utama - Regional Bali)

The aim of this study was to investigate what are the determinants of employee engagement in banking sector of Pakistan. A self-administered questionnaire was used for data collection of data from respondents working in banking sector on five-point Likert scale. The results of confirmatory factor analysis and multiple regression analysis indicate that the core self-evaluation and service environment of organization are positively and significantly related with employee engagement. As a result, this research attempts to fill the gap about the lack of academic literature on employee's engagement in Pakistani context. Findings of this research do have practical implications for banking sector, mainly for their human resources department as how they can increase the engagement of employees in banking sector. Low sample size is limitation in generalizing the results of this study. Sample size may be increased and this study should be tested in other regions as well.

/pdf/the-role-of-employee-engagement-in-work-related-outcomes-3shoefw758.pdf

The Role of Employee Engagement in Work-related Outcomes

The role of leaders in conflict management remains the favorite area of researchers. This study aims to introduce a unique role of leaders in conflict named as leader instigated task conflict. We proposed that leader instigated task conflict promotes job crafting behaviors of employees by considering attributions regarding leader instigated conflict as mechanism for this relationship. Data were collected from 247 employees working in teams in marketing departments of different organizations across Pakistan. Data analyses was conducted through multilevel structural equation modeling. Findings revealed that leader instigated task conflict is positively related to promotion-focused job crafting and negatively related to prevention-focused job crafting via the mediating role of constructive conflict instigation attribution and destructive conflict instigation attribution respectively. The current study contributes to the literature on conflict by suggesting that leaders can be a source of task based conflict to achieve its positive outcomes. However, employee attributions play a vital role in achieving the positive outcomes of leader instigated task conflict, hence leaders must be careful about shaping constructive attributions of followers regarding their conflict instigation behavior in order to promote constructive behavioral responses of employees.

Sayyed Muhammad Mehdi Raza Naqvi

Papers

The Role of Employee Engagement in Work-related Outcomes

Leader instigated task conflict and its effects on employee job crafting; the mediating role of employee attributions