Journal ArticleDOI
To be engaged or not to be engaged: The antecedents and consequences of service employee engagement
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In this article, the authors explored the antecedents and consequences of service employee engagement, and examined the main effect of resources (autonomy, feedback, and support) on engagement and how the interaction among resources impacts engagement.About:
This article is published in Journal of Business Research.The article was published on 2013-11-01. It has received 255 citations till now. The article focuses on the topics: Employee engagement & Service (business).read more
Citations
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The Meaning, Antecedents and Outcomes of Employee Engagement: A Narrative Synthesis
TL;DR: The claim that high levels of engagement can enhance organizational performance and individual well-being has not previously been tested through a systematic review of the evidence as discussed by the authors, and the authors conducted a systematic synthesis of narrative evidence involving 214 studies focused on the meaning, antecedents and outcomes of engagement.
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Employee engagement, human resource management practices and competitive advantage
TL;DR: In this paper, the authors argue in support of a model that shows how four key HRM practices focused on engagement influence organizational climate, job demands and job resources, the psychological experiences of safety, meaningfulness and availability at work, employee engagement, and individual, group and organizational performance and competitive advantage.
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A higher-order model of consumer brand engagement and its impact on loyalty intentions
TL;DR: A higher-order model of consumer brand engagement that derives from organizational psychology was proposed in this article, and the explanatory capability of brand engagement relative to traditional consumer judgments of value, quality and satisfaction was evaluated.
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Work engagement, job satisfaction, and turnover intentions: A comparison between supervisors and line-level employees
TL;DR: In this paper, the authors investigate the influence of employee positions (supervisor vs line-level employee) on work-related variables (e.g., work engagement, job satisfaction and turnover intentions).
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Effective Employee Engagement in the Workplace
TL;DR: In this article, the authors explore strategies that some communication business leaders use to engage their employees and identify patterns that emerge from thematically analyzing the data: rewards and recognition, empowering employees, and building a bond between leaders and employees.
References
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Understanding organization-customer links in service settings.
TL;DR: The authors developed a framework of service-unit behavior that begins with a unit's leader's service-focused behavior and progresses through intermediate links (service climate and customer-focused organizat...
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The effect of organizational justice, perceived organizational support, and perceived supervisor support on marketing employees' level of trust
TL;DR: In this article, the authors examined the role of perceived support as a mediator between organizational justice and trust, and found that perceived organizational support serves as an intermediary between procedural justice and organizational trust.
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Organizational citizenship behaviors and service quality as external effectiveness of contact employees
Mahn Hee Yoon,Jaebeom Suh +1 more
TL;DR: In this article, the authors examined the relationship of employees' organizational citizenship behaviors (OCBs) with job satisfaction, trust in manager, and customer's perceived service quality in travel agencies and found that contact employees' job satisfaction and trust in managers are significantly related to OCB and that their active engagement in OCB has a positive relationship with the perception of service quality.
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Supervisory Feedback: Alternative Types and Their Impact on Salespeople's Performance and Satisfaction:
TL;DR: In this article, a fourfold typology of supervisory feedback is developed by crossing the locus of feedback (output vs. behavior) with the valence of feedback provided to salespeople.
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Beyond talk: Creating autonomous motivation through self-determination theory
TL;DR: In this article, the core principles that underlie the concept of sustainable motivation in organizational motivation are discussed, and the authors propose a self-determination theory (SDT) framework for sustainable motivation.