Psychological Climate and Employee Engagement at Workplace

Kavyashree, M B; Kulenur, Sridevi

doi:10.17485/ijst/v16i6.144

Cited by 3 publications

(3 citation statements)

References 9 publications

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“…Policy imperatives, values/benefits, self-efficacy beliefs, experiences, and support factors might have influenced such a shift in their beliefs. This is aligned with (5) , who noted that "factors of psychological climate and employee engagement" are significantly related.…”

Section: Attitudes/beliefs Informing Technological Practice/usesupporting

confidence: 82%

“…According to (4) ,"a majority of faculty continue to hold sceptical attitudes towards the newer teaching modality, with many expressing that online classes are less rigorous and effective than traditional classes in engaging students". Furthermore, (5) contend that a "psychological climate support[s] various positive behavioural changes". Such behaviours can include the impacts of both teaching efficiency and the relative productivity of the teacher.…”

Section: Introductionmentioning

confidence: 99%

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Understanding the Effects of Digital Transformation During Covid-19 on Teachers’ Practice and Beliefs

Alhawsawi¹,

Alhawsawi²,

Sadeck³

2023

IJST

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Objective: To study university teachers' practices and beliefs using technology in a digitally transformed environment during the COVID-19 event. Methods: Quantitative data collection methods were used (surveys) and were supported by qualitative data (interviews). The study period spanned May 2020 to November 2020 at a small rural Saudi Arabian institution faculty (n=100), where the sample size used was n=37. The sample was all practising teachers of both genders and different academic positions in the faculty. Interview data were analysed qualitatively, and the survey data were analysed statistically using the SPSS package. Findings: The study provides insights into an approach that allows for richness in investigative studies in the social sciences. Many studies relating to Covid-19 do not fully address the WHY question regarding technology adoption and use. As such, this study drew on theories of change, social cognitive theories, policy implementation theories and Technological Pedagogical and Content Knowledge (TPACK). This paper found that behaviour is changeable and predicated on personal as well as social and professional environmental factors (primarily linked to Covid-19 institutional policy pressures). Teachers' beliefs about the perceived value (Pvalue = 0.015; 0.007 & 0.047) of using technology alongside their self-efficacy beliefs (P-value = 0.025) correlate positively with practice. There were no significant differences in knowledge, use, and attitudes across gender, age, or position. The data highlighted an increased use of constructivist, connectivist and instructivist methodologies (P-value = 0.024; 0.040 & 0.035) during COVID-19, which could be attributed to the affordances of technologies in online engagements and teachers' evolving pedagogical beliefs. Novelty: The limitations of techno-centric approaches to engagement with technology deny the human factor. This article uses a theoretically grounded approach to show how digitally transformed practices influence teachers' attitudes/behaviours.

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Section: Attitudes/beliefs Informing Technological Practice/usesupporting

confidence: 82%

Section: Introductionmentioning

confidence: 99%

Understanding the Effects of Digital Transformation During Covid-19 on Teachers’ Practice and Beliefs

Alhawsawi¹,

Alhawsawi²,

Sadeck³

2023

IJST

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“…Sementara, alat ukur ini menjadi sangat penting untuk diadaptasi ke dalam versi bahasa Indonesia, mengingat perannya yang signifikan terhadap banyaknya variabel kerja, seperti motivasi, kepuasan kerja, keterlibatan kerja, komitmen hingga kinerja pegawai (Parker et al, 2003). Penelitianpenelitian terbaru bahkan menunjukkan bahwa iklim psikologis memiliki hubungan secara positif dan signifikan baik terhadap keterikatan kerja (Kavyashree & Kulenur, 2023;Ojokuku et al, 2022), maupun kesejahteraan psikologis (Wardani & Noviyani, 2020;Yuntari et al, 2021). Dengan demikian, dapat dikatakan bahwa pegawai yang mempersepsikan iklim psikologis secara positif terhadap lingkungan kerjanya, akan memiliki kecenderungan untuk bersikap lebih positif terhadap organisasinya (Deniz & Kanten, 2020).…”

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Adaptasi dan Validasi CRISO Psychological Climate Questionnaire (CRISO-PCQ) Versi Bahasa Indonesia

Faisaluddin,

Fitriana,

Nugraha

et al. 2023

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Tujuan dari penelitian ini adalah untuk mengadaptasi dan memvalidasi alat ukur CRISO-Psychological Climate Questionnaire (CRISO-PCQ) dalam versi bahasa Indonesia yang dikembangkan Gagnon et al. (2009). Total partisipan pada penelitian ini adalah 204 dosen yang bekerja di enam perguruan tinggi swasta di Indonesia. Validitas diuji dengan menggunakan Content Validity Index (CVI), Confirmatory Factor Analysis (CFA), validitas konvergen dan diskriminan, sedangkan reliabilitas diuji dengan menggunakan Construct Reliability (CR). Hasil dari Scale-Content Validity Index (S-CVI) menunjukkan bahwa CRISO-PCQ versi bahasa Indonesia memiliki validitas yang baik (S-CVI/Ave = 0,96). Uji CFA menunjukkan hasil yang good fit. Skala ini juga memiliki nilai CR yang baik untuk setiap dimensinya, yaitu 0.90 untuk dimensi peran; 0,89 untuk pekerjaan; 0,91 untuk Kepemimpinan; 0,92 untuk Kerja tim; dan 0,92 untuk organisasi. Secara keseluruhan CRISO-PCQ versi bahasa Indonesia memiliki nilai CR sebesar 0,92. Berdasarkan hasil dari uji validitas konvergen dan diskriminan, diketahui bahwa iklim psikologis memiliki hubungan positif dengan kepuasan kerja dan berhubungan negatif dengan stres kerja. Dengan demikian, CRISO-PCQ versi bahasa Indonesia memiliki properti psikometrik yang baik sehingga dapat digunakan untuk mengukur iklim psikologis orang Indonesia.

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Identifying employee engagement drivers using multilayer perceptron classifier and sensitivity analysis

Núñez-Sánchez,

Molina-Gómez,

Mercadé-Melé

et al. 2024

Eurasian Bus Rev

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Employee engagement is increasingly important, as it can become a competitive advantage for companies, helping them increase productivity, attract talent and improve customer satisfaction. Numerous works have studied the drivers that encourage employee engagement and have developed models to identify them. However, the existing models have limitations, and the literature demands more research on the subject since the precision of the models still needs to improve. This paper presents a computational model that can estimate the drivers of employee engagement accurately. A sample of 205 Spanish employees was used, allowing us to consider a wide sectorial heterogeneity. Different methods have been applied to the sample under study to achieve a high-precision model, selecting drivers using the Multilayer Perceptron Classifier and quantifying the impact of the drivers with Sensitivity Analysis. The results obtained in this research present important implications for the managerial improvement of human resources departments by facilitating the design of strategies and policies that foster employee engagement, which significantly influences corporate results.

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Psychological Climate and Employee Engagement at Workplace

Cited by 3 publications

References 9 publications

Understanding the Effects of Digital Transformation During Covid-19 on Teachers’ Practice and Beliefs

Understanding the Effects of Digital Transformation During Covid-19 on Teachers’ Practice and Beliefs

Adaptasi dan Validasi CRISO Psychological Climate Questionnaire (CRISO-PCQ) Versi Bahasa Indonesia

Identifying employee engagement drivers using multilayer perceptron classifier and sensitivity analysis

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