International HR Conference on Employee Engagement
Abstr. due: 15.09.2015
Dates: 04.02.16 — 05.02.16
Organizing comittee e-mail: firstname.lastname@example.org
Organizers: K.J. Somaiya Institute of Management Studies and Research
The never ending quest of business organizations and academia to enhance employee performance in their work roles and keep burnout at bay inspired the emergence of Employee Engagement (EE) .It has become a buz z word in the arena of business management, industrial relations and organizational behavior . It has been differently viewed and defined ever since it was coined by Kahn (1990), who had o pined that engagement manifests when individuals express themselves physically, cognitively, and emotionally during performances of their role s . Researches about i ts nature, measurement (Gallup Workplace Audit, 2002), antecedents and consequences and best practices h ave shaped the construct of EE .
Studies about EE have been d iverse and wide ranging. D ebates continue unabated on whether it is an attitude or behavior, state or trait, an i ndividual or a group phenomenon. An engaged employee is seen as someone who is involved, committed, and passionate demonstrating discretionary behavior. Its proven linkages to bottom line outcomes such as job performance, discretionary effort, customer satisfaction , productivity and fewer t urnover ( Saks, 2006) has made it popular . Consequently, models, frameworks, strategies, tools and techniques have always dominated the landscape of EE literature. It has been viewed as being different yet related to Psychological Empowerment, Intrinsic Mot ivation, Organizational Citizenship Behavior , Job Satisfaction, Organizational Commitment, Employee Well - being and Happiness amongst others. EE will continue to be redefined and reviewed in the future.
Conference Web-Site: https://www.somaiya.edu/media/pdf/Employee_Engagement_Conference_2016.pdf
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