EMPLOYEE ENGAGEMENT AND ORGANIZATIONAL PERFORMANCE IN KENYA: A CRITICAL REVIEW
Abstract
The well-being of the employees and their happiness must be the precedence of every successful enterprise in order to satisfy the customers and achieve the best results. Research has consistently shown that employee engagement is powerfully linked to a range of organizational success factors Worker engagement; emotionally or intellectually is very essential to the success of the organization. The positive feelings that employees experience about their business and employers affect certainly the customer satisfaction in terms of service, loyalty and engagement. Furthermore, engagement can give every employee the feeling to perform in the best way, by learning new skills and completing all the work with innovative suggestions. Organizations measure engagement in different ways that agrees with its nature. Some organizations that have established and carried out efficient employee engagement programs or schemes have enhanced their productivity and performance by more than 20%. In addition, the firms have greatly reduced employee turnover by more than 87%, which shows that employment engagement provides firms with a channel for development and profitability. This study aimed to examine employee engagement and organisational performance in the public sector. The study aimed at reviewing literature from the Kenyan case of employee engagement and how it had affected performance in the public sector. After the presentation at the theoretical framework summarized by a deep literature review, a methodological and empirical posture was elaborated to analyze the factors that influence the employee engagement in the public sector. The paper explored the concept of engagement and why it is important; The research reviewed findings in recent literature about the antecedents and outcomes of engagement (both generally and within public service in particular); Amongst the factors identified in the Kenyan case included; Dedication engagement on organizational performance in the civil service; Vigour engagement on organizational performance, Absorption engagement on organizational performance the moderating role of supervisor’s support on the relationship between employee engagement and organizational performance in the public sector in Kenya.
Key Words: Employee Engagement, Productivity
CITATION: Amahwa, O. M., & Otuya W. (2020). Employee engagement and organizational performance in Kenya: A critical review. The Strategic Journal of Business & Change Management, 7(2), 86 – 101.
Full Text:
PDFReferences
Al-Dalahmeh, M., Masa’deh, R., Abu Khalaf, R.K. & Obeidat, B.Y. (2018). The Effect of Employee Engagement on Organizational Performance via the Mediating Role of Job Satisfaction: The Case of IT Employees in Jordanian Banking Sector. Modern Applied Science, 12 (6), 17-43
Asya, P. (2011). The Relationship between Pay Contingency and Types of Perceived Support: Effect on Performance and Commitment. EuroMed Journal of Business 6 (3), 342-358.
Bakker, A. B. & Bal, P. M. (2010). Weekly Work Engagement and Performance: A Study among Starting Teachers. Journal of Occupational and Organizational Psychology, 83, 189-296.
Bakker, A. B., and Demerouti, E. (2007). The Job Demands-Resources Model: State of the Art. Journal of Managerial Psychology, 22, 309-328.
Bakker, A.B. (2011). An Evidence Based Model of Work Engagement. Current Directions in Psychological Sciences, 20, 265-269
Bakker, A.B. and Demerouti, E. (2014). Job Demands-Resources Theory. In: Chen, P.Y. and Cooper, C.L., Eds., Work and Wellbeing: A complete Reference Guide, John Wiley & Sons, New York, 1-28.
Cheche, S.G., Muathe, S.M.A. & Samuel M. Maina (2017). Employee Engagement, Organisational Commitment and Performance of Selected State Corporations in Kenya. European Scientific Journal, 13 (31), 1857 -7881
Christian, M. S., Garza, A. S., & Slaughter, J. E. (2011). Work Engagement: A Quantitative Review and Test of Its Relations with Task and Contextual Performance. Personnel Psychology, 64, 89-136.
Cropanzano, R., Anthony, L., Daniels, R., & Hall, V. (2017). Social Exchange Theory: A Critical Review with Theoretical Remedies. Academy of Management Annals, 11(1), 479–516.
Demerouti, E. & Cropanzano, R. (2010). From Thought to Action: Employee Work Engagement and Job Performance, in Bakker A B and Leiter M P (Eds.), Work engagement: A Handbook of Essential Theory and Research, 147-163, NewYork: Psychology Press.
Devi, S. (2017). Impact of Employee Engagement on Organizational Performance: A Study of Select Private Sector Banks. IMS Business School Presents Doctoral Colloquium. International Journal of Commerce and Management Research
Fraenkel R. & Wallen, N.E. & Hyun, (2012). How to Design and Evaluate Research in Education. Newyork, Ny: Mcgraw-Hill Publishing Company.
Fraenkel R. & Wallen, N.E. (2006). How to Design and Evaluate Research in Education. Newyork, Ny: Mcgraw-Hill Publishing Company.
Hair, J. F., Black, W. C., Babin, B. J., Anderson, R. E, & Tatham, R. L. (2010). Multivariate Data Analysis, 7th Edition, New York: Macmillion Publishing Company.
Halbesleben & Wheeler (2008). Promoting Thriving at Work and Waning Turnover Intention: A Relational Perspective. Business Journal 2 (2016)127–137
HR.COM. (2018). The State of Employee Engagement in 2018: Leverage Leadership and Culture to Maximize Engagement
Kahn W A (1990). Psychological Conditions of Personal Engagement and Disengagement at Work”, Academy of Management Journal, 33(4), 692-724.
Kazimoto, P. (2016) Employee Engagement and Organizational Performance of Retails Enterprises. American Journal of Industrial and Business Management, 6, 516-525.
Koech, C.J. & Cheboi, J. (2018). An Empirical Analysis of Employee Engagement on Employee Performance in Technical Institutions in Kenya.
Kose, A. (2016). The Relationship between Work Engagement Behavior and Perceived Organizational Support and Organizational Climate. Journal of Education and Practice, 7(27), 2016
Kothari, C. & Garg G. (2014). Research Methodology: Methods and Techniques. (3rd Ed). New Age International (P) publishers, New Delhi, India
Krejcie, R. & Morgan, D. (1970). Determining the Sample Size for Research Activities. Educational Psychology Measures
Makhanu, R., Mukanzi, C., & Eshiteti, S. (2018). Influence of Physical Engagement on Job Performance among Employees in the Civil Service; A Case of Kakamega Regional Headquarters in Kenya. International Journal of Multidisciplinary and Current Research, 6, 1071-1078
Maricuțoiu, L.P., & Iancu, C.L. (2017). Work Engagement or Burnout: Which Comes First? A Meta-Analysis of Longitudinal Evidence.
Mitchell, S., Cropanzano, R., & Quisenberry, D. (2012). Social Exchange Theory, Exchange Resources and Interpersonal Relationships: A Modest Resolution of Theoretical Difficulties. In K. Tornblom & A. Kazemi (Eds.), Handbook of Social Resource Theory: Theoretical Extensions, Empirical Insights, and Social Applications: 99–118. New York, NY: Springer
Mukanzi, C. M., Gachunga, H., Ngungi, K., & Kihoro, J.M. (2014). Leadership and Worklife Balance: Perceived Managerial Support as A Moderator between Burnout, Stress, Absenteeism and Employee Commitment. Journal of Leadership Management, 1(2014), 85-92
Ngechu, M. (2010). Understanding the Research Process and Methods: An Introduction. (1st Ed.). UON
Obeidat, B.Y. (2016). Exploring the Relationship between Corporate Social Responsibility, Employee Engagement, and Organizational Performance: The Case of Jordanian Mobile Telecommunication Companies. International Journal of Communications, Network and System Sciences, 9, 361-386.
Odhong’, A. E. Were A. & Omolo, J. (2014). Effect of human capital management drivers on organizational performance in Kenya. A case of investment and mortgages bank limited. European Journal of Business Management, 2 (1), 341-356.
Rich, B. L., LePine, J. A., & Crawford, E. R. (2010). Job engagement: Antecedents and effects on job performance. Academy of Management Journal, 53(3), 617-635.
Robertson, I., Birch, A.J., Cooper, C.L. (2012). Job and work attitudes, engagement and employee performance: Where does psychological well‐being fit in? Leadership & Organization Development Journal, 33 (3), 224-232
Rothbard. N.P. (2001). Enriching or Depleting? The Dynamics of Engagement in Work and Family Roles - Statistical Data Included. Administrative Science Quarterly.
Salanova, M., & Schaufeli, W. B. (2008). A Cross-National Study of Work Engagement as a Mediator between Job Resources and Proactive Behaviour. International Journal of Human Resource Management, 19, 116-131
Schaufeli, W.B. (2017). Applying The Job Demands-Resources Model: A ‘How to’ Guide to Measuring and Tackling Work Engagement and Burnout Organizational Dynamics 46, 120-132
Shantz, A., Alfes, K., Truss, C. & Soane, E. (2013) The Role of Employee Engagement in The Relationship Between Job Design and Task Performance, Citizenship and Deviant Behaviours. The International Journal of Human Resource Management, 24 (13). 2608-2627
Sonnentag, S. (2011). Research on Work Engagement is Well and Alive. European Journal of Work and Organizational Psychology, 20(1), 29-38.
Sundaray B K (2011). Employee Engagement: A Driver of Organizational Effectiveness. European Journal of Business and Management, 3(8), 53-59.
Truss, C., Shantz, A., Soane, E., Alfes K., & Delbridge, K. (2013) Employee Engagement, Organisational Performance and Individual Well-Being: Exploring the Evidence, Developing the Theory. The International Journal of Human Resource Management, 24(14), 2657-2669,
Upasna A. A. (2014). Examining the impact of social exchange relationships on innovative work behaviour. Team Performance Management, 20 (3/4) 102 – 120
DOI: http://dx.doi.org/10.61426/sjbcm.v7i2.1610
Refbacks
- There are currently no refbacks.
This work is licensed under a Creative Commons Attribution 3.0 License.
PAST ISSUES:
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.