Religiosity, employee empowerment and employee engagement: an empirical analysis

Kód výsledku v IS VaVaI

<a href="https://www.isvavai.cz/riv?ss=detail&h=RIV%2F62156489%3A43110%2F21%3A43920169" target="_blank" >RIV/62156489:43110/21:43920169 - isvavai.cz</a>

Výsledek na webu

<a href="https://doi.org/10.1108/IJSSP-03-2021-0060" target="_blank" >https://doi.org/10.1108/IJSSP-03-2021-0060</a>

DOI - Digital Object Identifier

<a href="http://dx.doi.org/10.1108/IJSSP-03-2021-0060" target="_blank" >10.1108/IJSSP-03-2021-0060</a>

Jazyk výsledku

angličtina

Název v původním jazyce

Religiosity, employee empowerment and employee engagement: an empirical analysis

Popis výsledku v původním jazyce

Purpose: The purpose of this study was to enhance our understanding of the connection between religiosity, employee empowerment and employee engagement. Design/methodology/approach: Drawing on the social exchange theory, a framework of hypotheses is developed that focusses on religiosity, employee empowerment and their impact on employee engagement. This research employed a quantitative survey and data obtained from 232 adults working in companies in Accra Ghana. Findings: The results suggest that religiosity dimensions (extrinsic and intrinsic) have a counterbalancing effect on employee engagement dimensions (intellectual and affective). Employee empowerment predicts both intellectual and affective engagement. Research limitations/implications: This study has some limitations which provide opportunities for more research. First, the study is cross-sectional and focusses on employees in selected companies in Accra Ghana. More so, the participants were a convenience, majorly men (only 28% were women). This limits the generalisability of the findings and our confidence in ascertaining the &quot;cause&quot; and &quot;effect&quot; in the relationship. The present paper used a quantitative research approach; mixed method may provide in-depth insight into the subject. The study examined the direct relationship between religiosity, employee empowerment and employee engagement. Future research should explore how the effect of religiosity and employee empowerment on a relevant outcome changes according to other organisational characteristics. Practical implications: Organisations must develop more interest in religion&apos;s relevance and its impact on their employees&apos; engagement. This should be done by providing the necessary platforms for employees to practice their religion. There is the likelihood of lack of engagement when an organisation fails to consider employee religious orientation or attempts to unduly regulate employees&apos; religiosity. Empowering work environment can promote a higher level of employee engagement. It is obvious that empowered employees are focussed, energetic, enthusiastic and have positive disposition to work. These positive attitudes lead to a higher level of engagement which fosters productivity and overall organisational performance. Originality/value: This study could contribute to the literature on religiosity, employee empowerment and employee engagement in the Ghanaian context. Therefore, there is a need to keep employees engaged and enhance productivity. This study underpins the importance of religiosity and employee empowerment in fostering employee engagement and productivity in the Ghana work setting.

Název v anglickém jazyce

Religiosity, employee empowerment and employee engagement: an empirical analysis

Popis výsledku anglicky

Purpose: The purpose of this study was to enhance our understanding of the connection between religiosity, employee empowerment and employee engagement. Design/methodology/approach: Drawing on the social exchange theory, a framework of hypotheses is developed that focusses on religiosity, employee empowerment and their impact on employee engagement. This research employed a quantitative survey and data obtained from 232 adults working in companies in Accra Ghana. Findings: The results suggest that religiosity dimensions (extrinsic and intrinsic) have a counterbalancing effect on employee engagement dimensions (intellectual and affective). Employee empowerment predicts both intellectual and affective engagement. Research limitations/implications: This study has some limitations which provide opportunities for more research. First, the study is cross-sectional and focusses on employees in selected companies in Accra Ghana. More so, the participants were a convenience, majorly men (only 28% were women). This limits the generalisability of the findings and our confidence in ascertaining the &quot;cause&quot; and &quot;effect&quot; in the relationship. The present paper used a quantitative research approach; mixed method may provide in-depth insight into the subject. The study examined the direct relationship between religiosity, employee empowerment and employee engagement. Future research should explore how the effect of religiosity and employee empowerment on a relevant outcome changes according to other organisational characteristics. Practical implications: Organisations must develop more interest in religion&apos;s relevance and its impact on their employees&apos; engagement. This should be done by providing the necessary platforms for employees to practice their religion. There is the likelihood of lack of engagement when an organisation fails to consider employee religious orientation or attempts to unduly regulate employees&apos; religiosity. Empowering work environment can promote a higher level of employee engagement. It is obvious that empowered employees are focussed, energetic, enthusiastic and have positive disposition to work. These positive attitudes lead to a higher level of engagement which fosters productivity and overall organisational performance. Originality/value: This study could contribute to the literature on religiosity, employee empowerment and employee engagement in the Ghanaian context. Therefore, there is a need to keep employees engaged and enhance productivity. This study underpins the importance of religiosity and employee empowerment in fostering employee engagement and productivity in the Ghana work setting.

Druh

J_SC - Článek v periodiku v databázi SCOPUS

CEP obor

—

OECD FORD obor

50204 - Business and management

Projekt

—

Návaznosti

I - Institucionalni podpora na dlouhodoby koncepcni rozvoj vyzkumne organizace

Rok uplatnění

2021

Kód důvěrnosti údajů

S - Úplné a pravdivé údaje o projektu nepodléhají ochraně podle zvláštních právních předpisů

Název periodika

International Journal of Sociology and Social Policy

ISSN

0144-333X

e-ISSN

—

Svazek periodika

41

Číslo periodika v rámci svazku

11/12

Stát vydavatele periodika

GB - Spojené království Velké Británie a Severního Irska

Počet stran výsledku

15

Strana od-do

1195-1209

Kód UT WoS článku

000691353100001

EID výsledku v databázi Scopus

2-s2.0-85113738779