Autor/Autorin: Chakraborty Chandrima
Chandrima Chakraborty, Masters from the Department of Applied Psychology, University of Calcutta, a learner and practitioner at Indian Psychoanalytic Society. Presently teaches at Victoria Institution (College) kolkata. Author's area of specialization is Organizational and Environmental Psychology.Conducted seminars on Mental Health, Industrial psychology.
"Employee engagement is a measurable degree of an employee´s positive or negative emotional attachment to their job, colleagues and organization that profoundly influences their willingness to learn and perform at work” (Scarlett,2008). Employee Engagement was most often defined as, emotional and intellectual commitment to the organization (Baumruk,2004;Richman,2006;Shaw,2005). Employee engagement consisted of 8 components. With this rational the present study, firstly, examined the nature of employee engagement in terms of type of organizations i.e, private and public banks, and secondly, to study the interrelationship of employee engagement with respect to some organizational (team effectiveness and organizational climate) and personal factors (Big five factors). A total number of 150 representative population was concerned involved in the present study with following break up: 50 for the development of Employee Engagement scale and 100 for the verification of hypotheses. The statistical treatment was done on the obtained data by applying the test of significance ´t´ test, ANOVA and correlation. This study recommended the strategies for employee engagement and enrichment programmes.
"Employee engagement is a measurable degree of an employee's positive or negative emotional attachment to their job, colleagues and organization that profoundly influences their willingness to learn and perform at work" (Scarlett,2008). Employee Engagement was most often defined as, emotional and intellectual commitment to the organization (Baumruk,2004;Richman,2006;Shaw,2005). Employee engagement consisted of 8 components. With this rational the present study, firstly, examined the nature of employee engagement in terms of type of organizations i.e, private and public banks, and secondly, to study the interrelationship of employee engagement with respect to some organizational (team effectiveness and organizational climate) and personal factors (Big five factors). A total number of 150 representative population was concerned involved in the present study with following break up: 50 for the development of Employee Engagement scale and 100 for the verification of hypotheses. The statistical treatment was done on the obtained data by applying the test of significance 't' test, ANOVA and correlation. This study recommended the strategies for employee engagement and enrichment programmes.
Chakraborty, Chandrima
Chandrima Chakraborty, Masters from the Department of Applied Psychology, University of Calcutta, a learner and practitioner at Indian Psychoanalytic Society. Presently teaches at Victoria Institution (College) kolkata. Author's area of specialization is Organizational and Environmental Psychology.Conducted seminars on Mental Health, Industrial psychology.
Über den Autor
Chandrima Chakraborty, Masters from the Department of Applied Psychology, University of Calcutta, a learner and practitioner at Indian Psychoanalytic Society. Presently teaches at Victoria Institution (College) kolkata. Author's area of specialization is Organizational and Environmental Psychology.Conducted seminars on Mental Health, Industrial psychology.
Klappentext
¿Employee engagement is a measurable degree of an employee¿s positive or negative emotional attachment to their job, colleagues and organization that profoundly influences their willingness to learn and perform at work¿ (Scarlett,2008). Employee Engagement was most often defined as, emotional and intellectual commitment to the organization (Baumruk,2004;Richman,2006;Shaw,2005). Employee engagement consisted of 8 components. With this rational the present study, firstly, examined the nature of employee engagement in terms of type of organizations i.e, private and public banks, and secondly, to study the interrelationship of employee engagement with respect to some organizational (team effectiveness and organizational climate) and personal factors (Big five factors). A total number of 150 representative population was concerned involved in the present study with following break up: 50 for the development of Employee Engagement scale and 100 for the verification of hypotheses. The statistical treatment was done on the obtained data by applying the test of significance ¿t¿ test, ANOVA and correlation. This study recommended the strategies for employee engagement and enrichment programmes.
