The study investigated the influence of ebullient supervision on employee commitment in a Ghanaian public university through the mediating role of employee engagement. The simple random sampling technique was used to draw 302 administrative staff of the university to respond to the self-administered questionnaire on the constructs. Furthermore, the partial least square structural equation technique was deployed to test the research hypotheses in the study. The results showed that ebullient supervision had a significant positive relationship with employee commitment and employee engagement. The findings further revealed that employee engagement positively correlated with employee commitment. Finally, the study's findings established that employee engagement partially mediated the link between ebullient supervision and employee commitment. The study emphasised that various supervisors in a university's administration should create an environment that favours fun where subordinates can form ties with one another.

This paper examines the growing aspect of perceive organisational politics (POPs) in organisations by understanding their employee engagement with mediating effect of emotional intelligence. This study is cross-sectional, wherein a survey is conducted on executives of different sectors holding strategic positions. The purposive sampling technique is applied to find the 117 most suitable executives for this survey. The survey is self-administered, and a questionnaire is used as an instrument with 43 measurement scale items adopted from previous similar studies. Construct's reliability and validity followed by PLS-SEM is performed using JASP statistical application. The result revealed that the dimensionality support and validation of POP based on a new set of measures centred on generalised beliefs of the application and abuse of power, infrastructure, credibility, choice making, and line-of-sight. In line with previous findings, the current findings also showed that POP works as a barrier to individual behavioural demand and can negatively affect work efficiency. Existence of perceive organisational politics due to the normative belief of the situation happing in the organisation, disengagement of employees, and also evaluates new empirical insight into the organisation by mediating emotional intelligence.

As labor markets tighten and operations become leaner, what are some strategies for recruiting and retaining top talent?

As we recognize the evolving landscape of employee engagement, it's clear that well-being initiatives play a crucial role in fostering this engagement. 

 In the age of customer-centric business models, it's easy to overlook the fundamental role of employees in driving business success. Here's one company's story utilizing a focused approach to enhance employee engagement.

Award-winning human capital management (HCM) provider, PNI•HCM, adds the Encompass Group's industry-leading recruiting services to their suite of full-service HR solutions to help clients improve hiring and retention.

A little healthy competition is a good thing — under the right circumstances and with the right people. In many industries, internal competition has long been used to increase everything from productivity to profits. But what about using competition as part of your employee engagement strategy? Does pitting individual workers against each other really increase engagement across the board? While there are

It is intrinsic and based on the belief system, attitude and values of the individual

These days are either the most trying time for encouraging employee engagement or the best we could expect. With so many people working remotely, many businesses need extra ways to communicate with the rank and file, and this might present a prime opportunity to try new things. We make a big deal of engaging the customer, and in most CRM circles engagement outranks simple customer experience.

Kennedy, Brynne, author

This webcast was recorded on March 25, 2008

Employee engagement is a real challenge in today's multi-generational organization, including yours. As an HR professional you must take employee engagement to the next level. A multi-generational engagement program that fits your organizational needs is critical. Achieve higher productivity, motivation, and retention by understanding, developing and maintaining employee engagement in the new workforce. Purchase this archived webinar and gain the essential tools and practical strategies required to understand your organization's generational mix, develop a multi-generational engagement program, and implement your program effectively.

Agenda 

• Understand and define the different generations in your organization
• Engage each of the four generations
• Identify the influencers of engagement of your organization's generational mix
• Evaluate existing HR practices for engagement across the generations in your organization
• Jump-start engagement across different generations by tailoring your HR strategies to your company's generational mix
• Present the case for a multi-generational employee engagement program

 

Format
Participate right from your desk or office. All you need is an Internet connection and a sound card.

This archived webinar will include:

• PowerPoint presentation with slides
• Speaker and facilitator voice-over presenting the slides and answering pre-recorded questions

The Speaker
Barbara Adams, CHRP, BA, is a senior business executive with over 20 years' experience within the human resources field. As Managing Director of HR architects, she provides business consulting mainly in the creative implementation of human resources strategies, objectives, and processes; the facilitation of strategic planning, workshops, and management retreats; and the design of people-oriented workplace practices. She also provides ongoing human resources consulting on a contract basis.

Previously the Vice-President of Human Resources for one of the 50 best employers in Canada, Barbara is a Certified Human Resources Professional, a Certified Chief Executive, a Certified Compensation Professional and holds a BA in Business Administration (Entrepreneurial Leadership). She is past Chair of the Fraser Valley Advisory Council for the BC Human Resources Management Association, instructor of Human Resources Management for Langara College in the Business Administration Certificate Program, and instructor of Operating the Small Business in the Small Business Management Certificate Program.

If you would like more details about this product, or would like to order a copy online, please click here.

"I found the Employee Engagement Strategies session very beneficial. It reinforced my belief that although business strategies are important, the success of a company truly depends on the level of commitment the employees have towards the company. That commitment comes through engagement."

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Webinar information current as of December 8, 2010

Bonus Material: A copy of the supporting paper and a complete Question and Answer document prepared by the speaker will be provided in this archived webinar.

This webinar will present the most current information on recommended strategies to enhance employee engagement within today's workplace. The webinar speaker will explore human resources strategies that can be implemented company wide and what it takes to support the implementation of these strategies. Especially how you can prepare managers to positively impact the implementation and the resulting employee engagement. In this webinar you will not only learn strategies but also specific tactics that can be implemented immediately to impact productivity and company results.

Key Learning Objectives:

• Update your knowledge on current employee engagement research
• Learn ten key strategies for enhancing employee engagement
• Methods and tactics for implementing engagement strategies
• The human resources role in driving employee engagement
• The critical impact of managers when implementing engagement strategies

Speaker

Barbara Adams, Managing Director of HR Architects

Barbara Adams is a senior business executive with 25+ years' experience within the human resources field. As Managing Director of HR architects, Barbara specializes in bringing a business approach to an organization's people practices. Applying a coaching style, she takes a creative yet structured approach to the implementation of human resources strategies and ideas; the design of people oriented workplace practices; and the development of people within these organizations. In presentations and projects, Barbara works to translate the

If you would like more details about this product, or would like to order a copy online, please click here.