Employee engagement for millennials: considering technology as an enabler

Jha, Nivedita; Sareen, Puja; Potnuru, Rama Krishna Gupta

doi:10.1108/dlo-05-2018-0057

Cited by 22 publications

(24 citation statements)

References 3 publications

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“…Organizations also use different terms for the engagement of employees according to the working nature of the organization (Jha et al, 2019). The term of nurse's engagement is a term that is popular and widely used in the health sector (Heath, & Clendon, 2019).…”

Section: Introductionmentioning

confidence: 99%

Improve Nurses’ Engagement of Public Sector Hospitals in pandemic of COVID-19 through Authentic Leadership: Mediating role of Moral Emotions and Moderating role of Perceived Coronavirus Threat

Malik

Khan

Mahmood³

et al. 2020

Preprint

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Background: The study highlighted the issue of the engagement of nurses in the public hospital sector.Objectives: The objective of the current study was to determine the impact of authentic leadership on the engagement of nurses in the mediating role of moral emotions. The perceived threat of coronavirus was considered to be a boundary condition of the relationship. DesignMethod: The study was conducted in accordance with the Positivism Research Philosophy Guidelines, followed by a deductive approach and data was collected through self-directed questionnaires. 134 responses were collected from nurses working in various public sector hospitals operating in twin cities in Pakistan, in particular public sector hospitals where coronavirus patients are being treated. There are 277,402 confirmed cases of Coronavirus, being treated in 11 designation hospitals in twin cities of Pakistan. Results: The result was produced with the help of Amos. Path diagrams for mediation and moderation hypotheses were obtained and interpreted accordingly. The results showed that compassionate individuals were selfless even in the Covid-19 pandemic. Elevation and gratitude as a moral emotion have a more serious effect on the perceived threat to coronavirus.Conclusion: In the current scenario, the organization should identify the nursing staff with full compassion as it has been identified that the compassionate individual performs his or her duties even in the worst situation or during the Covid-19 pandemic.What is already known about the topic?Authentic Leadership are having the potential to influence their followers through personal and organizational Identification and then effect their cognitions.What this paper adds:The current study add novelty and expanded the knowledge about authentic leadership and theory of authentic leadership since it add:· Perceived coronavirus threat as boundary condition· Moral Emotions· Engagement

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Section: Introductionmentioning

confidence: 99%

Improve Nurses’ Engagement of Public Sector Hospitals in pandemic of COVID-19 through Authentic Leadership: Mediating role of Moral Emotions and Moderating role of Perceived Coronavirus Threat

Malik

Khan

Mahmood³

et al. 2020

Preprint

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“…The inexorable shift from the third to the fourth Industrial Revolution characterized by the combination of hardware and digital technologies-such as artificial intelligence, biotechnology, robotics, internet of things, self-driving cars, virtual reality, 3D printing, augmented reality, drones, and domotics-is driving enterprises to re-build the job structures and work definition [97][98][99][100]. Millennials "are entering the workforce at a time of great technological change and transformation" [101] (p. 244) and technology will be an enabler to change the world and it contributes to their personal growth and their career development [102].…”

Section: Societal Issuesmentioning

confidence: 99%

Are Cooperatives an Employment Option? A Job Preference Study of Millennial University Students

2020

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Millennials represent the most important group among the working age population. Destined to be the leaders of the future, their professional and personal profiles differ considerably from previous generations. Despite being considered as the most successful generation, millennials face a societal transformation and a labor reality marked by high levels of unemployment and underemployment that shape their career choice. Although millennials’ and university students’ job preferences have long been debated in the literature, some research gaps remain. Studies rarely consider the interplay between individuals’ profiles and the institutional form of business, particularly cooperative versus non cooperative options. To predict the compatibility between Millennials’ profiles and the cooperative job preference, a multinomial logit model is developed based on a survey of millennial business college students. Our key findings showed that some extrinsic issues are related to cooperative job preference, however the factor that has the most significant impact is the cooperative knowledge. This has important implications for the cooperative movement and for policy makers in charge of cooperative development.

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“…Most organizations today face the same difficulty in involving the millennial workforce. (Jha, Sareen, & Potnuru, 2019. The most apparent difference between millennials and other generations in the workplace is their distinct relationship with technology (Hershatter & Epstein, 2010). Millennials were born at a time when technology and the internet were starting to rise.…”

Section: Millennials In General and In The Workplacementioning

confidence: 99%

“…They have no commitment to anything unless they find personal interest in an organization. The millennial generation also expects their superiors to help them achieve their personal goals in return for commitment and emotional behavior towards the organization (Jha et al, 2019). Millennials think that having a flexible work schedule means that work is not measured by the time they spend on their work.…”

Section: Career Progression Is the Strongestmentioning

confidence: 99%

Retaining Millennials Engagement and Wellbeing Through Career Path and Development

Mayangdarastri

Khusna

2020

JLO

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The topic of Millennials (1980-1995) in the workplace raises many business conversations and studies. These past few years, Millennials have filled up the workplace and surprisingly brought an interesting phenomenon. Millennials easily leave their jobs to find another in less than two years after starting the job. The goal of this paper is to examine this phenomenon by understanding the factors related to high millennials turnover. Some things that will be explained related to millennials are their employee commitment, wellbeing, and the function of career path and development in retaining millennials. The method of this writing is through journal reviews. In many studies, millennials are explained to be aware of their wellbeing and value work-life balance. They are eager to learn more and make changes when they could. Organizations that do not provide millennials with a place to grow and explore their capabilities to the fullest would not earn their loyalty. Clear career path and career development create the environment in which millennials feel appreciated, and it leads to employee satisfaction and a healthy workplace. When employees are satisfied, they will perform better to achieve the organization's goals and their own goals. Eventually, satisfied millennials will possess a higher commitment to the organization. It is crucial for an employer to understand millennials' characteristics and provides them with opportunities to grow because millennials' trust must be sought through processes where millennials are looked after.

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Employee engagement for millennials: considering technology as an enabler

Cited by 22 publications

References 3 publications

Improve Nurses’ Engagement of Public Sector Hospitals in pandemic of COVID-19 through Authentic Leadership: Mediating role of Moral Emotions and Moderating role of Perceived Coronavirus Threat

Improve Nurses’ Engagement of Public Sector Hospitals in pandemic of COVID-19 through Authentic Leadership: Mediating role of Moral Emotions and Moderating role of Perceived Coronavirus Threat

Are Cooperatives an Employment Option? A Job Preference Study of Millennial University Students

Retaining Millennials Engagement and Wellbeing Through Career Path and Development

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