Enabling Work Engagement
Enabling Work engagement in the IT-Sector in the United States, Germany, and Britain
Versandkostenfrei!
Versandfertig in 6-10 Tagen
36,99 €
inkl. MwSt.
PAYBACK Punkte
18 °P sammeln!
This research differentiates between work engagement (Psychological) and employee engagement practices (i.e. employee involvement and information sharing) while at the same time suggesting that these engagement systems are related, one to the other, via a conservation of resource and job resource modeling. Work engagement is composed of three primary constructs, i.e. vigor or resilience, absorption and emotional dedication, which impact on employee work well-being. The study of the information technology sector in Britain, Germany, and the United States clearly suggests that psychological work...
This research differentiates between work engagement (Psychological) and employee engagement practices (i.e. employee involvement and information sharing) while at the same time suggesting that these engagement systems are related, one to the other, via a conservation of resource and job resource modeling. Work engagement is composed of three primary constructs, i.e. vigor or resilience, absorption and emotional dedication, which impact on employee work well-being. The study of the information technology sector in Britain, Germany, and the United States clearly suggests that psychological work engagement is a universal concept that is reciprocally related to involvement practice, where involvement practice positively impacts work engagement and vice-versa because the IT-sector provides the enabling environment or tangible resources to adopt employee involvement practice. Also, following from institutional context perspective or varieties of capitalism and business strategy systems, involvement practice is not universal, but configurations, depending on the business strategy of the IT-sector and the institutional context that allows the prevalence of involvement-practice
Andere Kunden interessierten sich für
