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The Relationship between Employee Engagement and Employee Well-Being

Employee well-being is a crucial factor in human resource management for any organization. Employees are one of the most important resources that our organization has. The level of commitment an employee has towards their organization is directly related to the productivity of the organization. And employees well being is a key lookout for all the management and administrative staff of the company. The companies in order to ensure a high status of employee satisfaction and well-being indulge in various employee engagement activities. It is a common statement that an employee with strong belongingness towards the organization is bound to produce a high productivity rate. In the recent COVID-19 situation where the employee well-being was greatly impacted the productivity date and the efficiency of the employees had gone down. This was a time when the company saw high employee turnover rates. Many of the organizations have blamed the current scenario for the lack of employee engagement. This paper is a research proposal that wants to study the impact of employee engagement on employee well-being and organizational commitment. This research proposal discusses the rationale as well as the methods that would be used in order to collect the needed information. The paper would also talk about research questions and research objectives.

Multiple numbers of researches have been conducted in order to determine the relationship between employee engagement and employee well-being. According to one such research, it has been found that employee engagement activities have some of the other kind of impact on the employee well being as well as employee‘s summit meant towards the organization (Adekoya et al 2019). The human resource management department of the organizations  often found two develop various new techniques and strategies in order to improve employee engagement. Various refresher and recreational activities are often conducted by the organizations to improve their association with their employees as well as increase their engagement. In accordance with this, it has been found that the performance of the employees is directly dependent on the amount of engagement a person has with their organization. There are other factors as well such as employee satisfaction which greatly influence the employee well-being and organizational commitment of the employees. Organizations that have a higher employee engagement rate are often found to have higher employee satisfaction which in turn results in higher employee well-being and commitment.

The aim of this study is to understand identify the impact of employee engagement with the employee well-being and organizational commitment. The research study would be conducted against the and text of employee engagement activities and employee well-being of the global tech giant Google. 

The research objectives are 

  • To study the relationship between employee engagement and employee satisfaction of Swiss Deluxe hotels
  • To identify and study the various impacts that are created by employee engagement on organizational commitment and employee well-being
  • Identify and study various trends that are being created in terms of employee engagement and their roles in employee well-being and organizational commitment 

RQ1. What is the relationship between employee engagement and employee satisfaction within the workplace of Swiss Deluxe hotels? 

RQ2. What after impact that are being created by employee engagement on employee well being and organizational commitment? 

RQ3. What are the new trends that had been created in terms of employee engagement and the roles it played in employee well-being? 

H0: Involvement of employee engagement scheme will not result in the increased of the organisation commitment and employee well-being

Research Objectives and Questions

H1: Involvement of employee engagement scheme will not result in the increased of the organisation commitment and employee well-being.

As per the research conducted by Mayangdarhsi and Khusna (2020) employee engagement has a direct impact on the well-being of the workforce. According to the findings of this paper, it has been found that employee engagement and commitment have a very crucial role to play within the organization. Employee engagement enhances the potential as well as the contribution of the employees towards the organization. These findings are further supported by the research work of Alkhatani and others (2020), which stated that employee engagement in a workplace has a significant positive psychological impact on the employee building help has been found to boost the morale of the employees. The paper has also stated that employees who are more engaged with the organization have shown higher efficiency and productivity within the organization. Similar research by Lawani and others (2018) has found that the levels of workforce engagement could be directly associated with the levels of empowerment of the employees and their well-being. The paper has identified a few patterns of workers showing average engagement with an average amount of positive productivity with higher efficiency.  

Ashraf and Siddique (2020) in their empirical study to identify the impact of employee engagement on employee retention have found that the employees with a higher engagement with the organization have shown a higher tendency to stay back with the company. It has also been found that be employees who had a hired employee engagement have shown greater job satisfaction as well as higher overall well-being. Rasool and others (2021) had found that the toxic environment within a workplace has an inverse impact on employee engagement. The workplace is which has been found to be very toxic to their employees has shown a very poor rate of employee engagement along with a very low employee well-being status. Another similar research by Muaaz and Khurram (2020) had found that the toxic workplaces and toxic leaderships of an organization often result in poor employee well-being and engagement that in turn in a higher employee turnover. Supporting the toxic work environment theory Mahmood ( 2021) add stated that the job demands of employees are often impacted by different factors. The job roles and the leaders that put excessive pressure on the employees in order to achieve high results often lead to poor employee engagement and high burnout rates. This could be directly seen as poor management of employee well-being.  

According to Ababneh and other researchers, 2019 have claimed that employee engagement has an important role to play in creating high organizational commitments and employee commitment for the organization. The paper has found that a highly engaged employee has shown a supportive association with the organization and a higher commitment towards productivity. This idea has been supported by Arasnami and Krishna (2019 ) through their research. The paper has also found that employee commitment provides some deep and additional information that is related to organizational commitment. Employee engagement has a vital role to play in terms of organizational commitment. Another research by Jenna and others (2018) suggests that organizational commitment is greatly influenced by employee engagement. They both suggest that employee engagement improves the performance management of the organization along with creating positive psychology and a healthy work environment within the organization which in turn results in a positive association of the employees with the organization resulting in a high organizational commitment. Another research by Haque and colleagues ( 2020) has found that the leadership of organizations I have a significant role to play in organizational commitment. The paper had found that the leadership engages employees well being and engagement directly impacts the organizational commitment of the employees. Na –nan, and Saribut (2019 ) have reached a similar conclusion that organizational commitment is directly related to employee engagement of the organization. It has been found that organizational commitment has become more often a hot behavioral topic. Generation Y employees have been found to be more impacted by the employee engagement strategy than any other group.  

Research Findings

Naidu and other researchers (2019) have found that employee engagement acts as the median updated mining organizational commitment. The paper has also found that employee engagement is impacted by multiple other factors such as fairness, trust, job satisfaction. A negative impact or result in any of these factor word results in a negative organizational commitment. This research is supported by Pieters (2018) who showed that the employee engagement of any organization acts as a strong predictor of organizational commitment. The organizational justice and job satisfaction on employee engagement clearly define the degree of organizational commitment to open employees. Employee engagement indicates when what factors need to be improved and the areas where the organization could produce better results. Khan and other researchers (2019) have found that transformational leadership and social media have a huge impact on the organizational commitment of the employees. The paper has found that the attitudinal or affective constructs of organizational commitment are greatly linked to the organizations' strategy of engaging its employees.             

The above literature review has provided a clear understanding of the roles of employee engagement and their various impacts on employee well-being and employee engagement. Most of them provide a clear picture that employee engagement has a very important role to play in employee well-being and organizational commitment. However, there is a very little amount of information presented over the current trends LD current scenario of employee engagement and its impact on the employee will being. There is a lack of research on the field of employee engagement during the COVID-19 pandemic and its impact on the employee well-being and organizational commitment blood stop even though the researchers have found a positive relationship between employee well-being and employee engagement but still, there is a research gap in terms of the employee engagement in remote working facilities. 

The research philosophy would be defined as away vandalize and develop the topic of the research in detail. Generally, the research philosophy is divided into three different parts interpretivism, positivism and realism (Bakker and Albrecht 2018). The positivism research philosophy aids in developing up complete in depth analysis of a particular topic (Hürlimann 2019). On the other hand interpretism research philosophy indulges in studying various management activities and functions (Sapkota 2019). The realism research philosophy is a mixture of both positivism and interpretism. As per the requirement of this study interpretism research philosophy is the best suited research philosophy. This research philosophy would help this paper to understand and investigate the entire issue in a very critical and logical manner (Abu-Alhaija 2019). The interpretism research philosophy is based on the management  functions and activities  which  is the  primary  objective  of this  task. The other two available research philosophy would be rejected because they are completely dependent on the individuals and they perceptions which is susceptible to vary from person to person. 

Similar to the research philosophy research design has been classified into three different categories descriptive research design, exploratory research design and finally the explanatory research design (Andrade 2018). Descriptive research design also called as analytical research design helps in developing this study in a complete descriptive manner. Descriptive research design helps the researcher to study each and every minor aspect of the given research topic (Kazdin 2021). On the other hand Explanatory research design is self-defining by nature that helps the researchers to established relationship between two different variables under consideration (Tobi and Kampen 2018). This type of research design is basically used to when the researchers have to study and identify research related to cause and effect type of study. The third type of research design  is exploratory research design is used to understand that is complicated concepts at their very initial stages in order to identify and establish a proper theory. According to the need and requirement of this paper exploratory research design is the best research design that could be utilized in order to develop and understand the topic of this study and explore the concepts of  employee engagement at the very initial stages. This would  help to develop more clear understanding about the importance of employee  engagement. 

Toxic Work Environment and Poor Employee Engagement

Research  approach is  used  to define the way  the research paper is  going  to  proceed. There are  basically three  different  types of research approaches inductive, deductive and  abductive. The inductive research approach is  basically a  type of research approach where  a set of  observation is  studied and then proceeds to identify similar  observation and then formulate a generalised  statement which is a  complete opposite of the deductive approach where a generalised  statement is  taken into consideration and then slowly proceeded to identify more specific outcomes  and results. The abductive research approach is much more simpler  form of  research approach where an researcher identifies a very  surprising fact and  then  proceeds  to research upon it  in order to explain the  reason  behind  it. According to  the requirement of this paper inductive research approach will be  used.  This would  help the  paper  to  evaluate and  identify the  employee  engagement activities to a more generalised  concept. The other two approaches will be  rejected as they are  irrelevant for this paper

Data could be collected in two different formats first is the primary data collection method and the secondary data collection method. The primary data collection method could be defined as the process of collecting data first hand or in other words the data that has been collected by the researcher directly from the main sources (Flick 2018). The primary data collection method includes various process like personal interviews, service and experiments. Secondary data it could be defined as the data that is being collected through the data that has already been collected and published (Barrett and Twycross 2018). The secondary data basically means the information that is already existing and available for someone else analysis. There are there is ways through which secondary data could be collected that is through the use of that is printed articles such as scholarly journals, company annual reports, academic journals scholarly and peer reviewed articles etc . This also refers to the data that is available online at various reliable and peer reviewed sources such as online published academic journals or company official website. For the purpose of research the paper would be utilizing both primary and secondary sources of data in order to develop a clear understanding of the given topic. Primary data collection method would be completed through two different methods that is survey and interviews. Similarly the secondary data collection method would we completed using all the available journals and articles present in the printed format as well as utilize all the printed articles available such as company reports employee turnover charts peer review articles, journals and academic articles. 

There are two known methods of analyzing data for any research one is quantitative data analysis and the other is qualitative data analysis. The quantitative data analysis method generally deals with data that is numeric in nature and could be easily quantified. Any data that involves numbers and graphs add analyzed using quantitative data analysis method (Clark,  and Vealé 2018). The qualitative data analysis method is complete opposite of quantitative data analysis method. The data that is analyzed through qualitative data analysis method does not require any numeric figures rather this data analysis method tries to extract the essence of the responses and the data available (Islam and Islam 2020). This type of data analysis method with effective when studying about research topic in great detail. For this paper all the data that has been collected through survey would be converted into either numeric or percentage format so that the data could be critically compared and evaluated. The findings of this data would then be converted to various charts and other graphical formats for ease of understanding of others. As far as the quantitative data is concerned the data collected through interviews and other secondary sources would at first be segregated into various themes and then each of the data would be studied and evaluated according to each of the theme. The findings of this data would be represented in a tabular format with each team denoting each of the variables. 

Employee Engagement and High Organizational Commitment

The sampling method that has been chosen for this paper are both probability and non probability sampling methods (Chakrabarty and Biswas 2020). The probability sampling method is a type of sampling method that provides each and every member of the target population an equal opportunity to be selected for the sample pool of the research. Whereas the non probability sampling method is just opposite of probability sampling method and as some or the other kind of bias attach while selecting the representatives from the target population (Gunpinar and Gunpinar 2020). The simple random sampling method would also be utilised in order to get a homogeneous sample pool with almost equal representative of all types of employees working in Swiss Deluxe hotels. The paper has decided to conduct an interview of over 30 employees working in hospitality field and interview a total of 5 managers of different departments working in Swiss Deluxe hotels. The paper will also conduct a survey to  identify the  common trends in the  hospitality sector. The interview  will be conducted in a cross  sectional  format  so  that  none of the  responses are  influenced by the other. 

In order to efficiently complete the research there are various segments and resources that are required to be planned in advance. One of the major resources that the paper requires in order to efficiently complete the Research is the tools for data collection. In order to collect the primary data through survey the paper would be utilizing the Swiss Deluxe hotels forms as a tool. A Swiss Deluxe hotels form would be generated for this survey add circulated among the selected sample group for this research. Apart from that the interviews would be conducted through online medium by utilising Swiss Deluxe hotels meet. As far as the secondary detail is concerned the paper would utilise different types of electronic- libraries and college library. The paper would also require softwares for calculating the quantitative data. 

As far as the interviews are concerned it is required to contact the managers well in advance to get an appointment within the scheduled style of the paper. Same goes for the survey. Moreover, any institution authorization letter needs to be collected as well in order to provide documented evidence of the research ethical standards. As far as the skill is concerned this paper would require excellent communication skills as well as analytical and critical thinking ability. The paper demands high time management skills Anne keen observation ability to identify and observe all the findings and data efficiently.    

 The paper has decided to follow strict ethical guidelines in order to complete the entire research. The paper would ensure that all the respondents participating in the survey are all participating willingly. The paper will not force any participant to provide there response in the survey sheet. Each and every participant would be asked to fill a consent form in order to document the consent of the participants. The paper will not have any kind of logo or symbol of any company or product in the form of advertisement but the paper would make itself very clear that all the responses would be used for academic purposes only. Due permissions would be taken wherever it is required. The paper would also issue an authorization letter from the institution that could be presented everywhere. The paper would also follow strict guidelines in order to avoid any kind of plagiarism and would ensure that each and every information collected to secondary sources are duly referenced and properly cited. The paper would ensure that it does not violate any norms or regulations of the ethical guidelines of research.

There are bound to be a lot of limitations in order to effectively conduct a research study irrespective of how well-planned it is. The first and the major limitation of this study is the time constraints. Time has always been a very big limitation for any research that is conducted. The next limitation of this study is the availability of resources. This has been found that many secondary sources are either completely inaccessible or partially inaccessible. The total number of respondents for the survey also remains a matter of question. It is very likely that during the time of analysis all the collected data may become not sufficient enough to reach any particular outcome. Apart from that gaining permission of the managers and appointments within the scheduled time could also be very difficult. However, the research will be planned keeping in mind all this limitations in order to avoid or reduce the impact of the limitations as much as possible. 

Activities

1st to 3rd Week

4th to 10th week

11th to 13th  Week

14th to 17th  Week

18th to 21st  Week

22nd  to 23rd  Week

24th  Week

Selection of the topic

Data collection from secondary sources

Creating layout

Literature review

Analysis and interpretation of  collected data

Findings of the data

Conclusion of the study

Formation of draft

Submission of final work

Fig: Gantt Chart

(Source: As created by the author) 

References:

Ababneh, O.M., LeFevre, M. and Bentley, T., 2019. Employee engagement: Development of a new measure. International Journal of Human Resources Development and Management, 19(2), pp.105-134.

Abu-Alhaija, A.S., 2019. From Epistemology to Structural Equation Modeling: An Essential Guide in Understanding the Principles of Research Philosophy in Selecting the Appropriate Methodology. Australian Journal of Basic and Applied Sciences, 13(9), pp.122-128.

Adekoya, O.D., Jimoh, I., Okorie, G. and Olajide, M., 2019. Significance of employee engagement and individual well-being on organisational performance in Nigeria. International Journal of Science and Management Studies, 2(5), pp.35-47.

Alkahtani, N.S., Sulphey, M.M., Delany, K. and Elneel Adow, A.H., 2020. The influence of psychological capital on workplace wellbeing and employee engagement among Saudi workforce. Humanities and Social Sciences Reviews, 8(5), pp.188-200.

Andrade, C., 2018. Internal, external, and ecological validity in research design, conduct, and evaluation. Indian journal of psychological medicine, 40(5), pp.498-499.

Arasanmi, C.N. and Krishna, A., 2019. Employer branding: perceived organisational support and employee retention–the mediating role of organisational commitment. Industrial and Commercial Training.

Ashraf, T. and Siddiqui, D.A., 2020. The Impact of Employee Engagement on Employee Retention: The Role of Psychological Capital, Control at Work, General Well-Being, and Job Satisfaction. Control at Work, General Well-Being, and Job Satisfaction (August 29, 2020).

Bakker, A.B. and Albrecht, S., 2018. Work engagement: current trends. Career Development International.

Barrett, D. and Twycross, A., 2018. Data collection in qualitative research. Evidence-based nursing, 21(3), pp.63-64.

Chakrabarty, N. and Biswas, S., 2020. Navo Minority Over-sampling Technique (NMOTe): A Consistent Performance Booster on Imbalanced Datasets. Journal of Electronics, 2(02), pp.96-136.

Clark, K.R. and Vealé, B.L., 2018. Strategies to enhance data collection and analysis in qualitative research. Radiologic technology, 89(5), pp.482CT-485CT.

Flick, U., 2018. Triangulation in data collection. The SAGE handbook of qualitative data collection, pp.527-544.

Gunpinar, E. and Gunpinar, S., 2018. A shape sampling technique via particle tracing for CAD models. Graphical Models, 96, pp.11-29.

Haque, A., Fernando, M. and Caputi, P., 2020. How is responsible leadership related to the three-component model of organisational commitment?. International Journal of Productivity and Performance Management.

Hürlimann, C., 2019. Research Philosophy and Ethics. In Valuation of Renewable Energy Investments(pp. 111-126). Springer Gabler, Wiesbaden.

Islam, M.N. and Islam, M.S., 2020. Data Collection and Analysis. In Islam and Democracy in South Asia(pp. 49-65). Palgrave Macmillan, Cham.

Jena, L.K., Pradhan, S. and Panigrahy, N.P., 2018. Pursuit of organisational trust: Role of employee engagement, psychological well-being and transformational leadership. Asia Pacific Management Review, 23(3), pp.227-234.

Kazdin, A. E. 2021. Research design in clinical psychology. Cambridge University Press.

Khan, A.N., Ali, A., Khan, N.A. and Jehan, N., 2019. A study of relationship between transformational leadership and task performance: The role of social media and affective organisational commitment. International Journal of Business Information Systems, 31(4), pp.499-516.

Khan, A.N., Ali, A., Khan, N.A. and Jehan, N., 2019. A study of relationship between transformational leadership and task performance: The role of social media and affective organisational commitment. International Journal of Business Information Systems, 31(4), pp.499-516.

Lawani, K., Hare, B. and Cameron, I., 2018, August. Empowerment as a construct of worker engagement and wellbeing. In Proceedings of the Joint CIB W099 and TG 59 Conference(pp. 1-3).

Mahmood, U., 2021. Effects of job demands and resources on employee wellbeing and organizational citizenship behavior: A two-country comparison(Master's thesis, NTNU).

Mayangdarastri, S. and Khusna, K., 2020. Retaining millennials engagement and wellbeing through career path and development.

Moser, A. and Korstjens, I., 2018. Series: Practical guidance to qualitative research. Part 3: Sampling, data collection and analysis. European journal of general practice, 24(1), pp.9-18.

Muaaz, F. and Khurram, S., 2020. Influence of toxic leadership on turnover intention: The mediating role of psychological wellbeing and employee engagement. Naeem, F., & Khurram, S.(2020). Influence of toxic leadership on turnover intention: The mediating role of psychological wellbeing and employee engagement. Pakistan Journal of Commerce and Social Sciences, 14(3), pp.682-713.

Muaaz, F. and Khurram, S., 2020. Influence of toxic leadership on turnover intention: The mediating role of psychological wellbeing and employee engagement. Naeem, F., & Khurram, S.(2020). Influence of toxic leadership on turnover intention: The mediating role of psychological wellbeing and employee engagement. Pakistan Journal of Commerce and Social Sciences, 14(3), pp.682-713.

Naidoo, V., Abarantyne, I. and Rugimbana, R., 2019. The impact of psychological contracts on employee engagement at a university of technology. SA Journal of Human Resource Management, 17, p.11.

Rasool, S.F., Wang, M., Tang, M., Saeed, A. and Iqbal, J., 2021. How toxic workplace environment effects the employee engagement: the mediating role of organizational support and employee wellbeing. International journal of environmental research and public health, 18(5), p.2294.

Sapkota, M., 2019. Research Philosophy in Development Studies: An Inquiry from Qualitative Design. Research Nepal Journal of Development Studies, 2(1), pp.137-150.

Tobi, H. and Kampen, J.K., 2018. Research design: the methodology for interdisciplinary research framework. Quality & quantity, 52(3), pp.1209-1225.

Viac, C. and Fraser, P., 2020. Teachers’ well-being: A framework for data collection and analysis.

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