Relation between human resource development climate and employee engagement: Results from India

Abstract

In a recent analysis (July 29, 2010) Hewitt Associates have reported a steady decline in the global employee engagement levels. According to the report this is the largest drop in the engagement levels that has been observed in the past 15 years. This clearly highlights the need for some concrete mechanism to improve the engagement levels of the employees in organizations. In response to the dire need for organizations to increase engagement levels of employees, the importance of the human resource development (HRD) climate cannot be overlooked. The purpose of this study is to explore the impact of HRD Climate on employee engagement in select business organizations in Indian. An attempt is made to closely examine the interrelationship between factors of HRD Climate and employee engagement. The study was conducted on 85 business executives from both private and public sector manufacturing and service firms in India. Data was analyzed using correlation and regression analysis. The results of the study revealed that the general climate dimension of HRD Climate was the most significant predictor of employee engagement followed by the HRD mechanism dimension. Thus, by studying HRD Climate and employee engagement together, this paper makes a significant contribution to the existing dearth of academic literature on employee engagement and HRD Climate in an Indian context.

Nurses’ perception of psychological empowerment and its relationship to work engagement and job insecurity

“…[10] In this context, Chaudhary et al, (2011) underlined, employee engagement has developed as one path for organizations to gauge their interest in human capital. [26] Besides, Sierra et al (2015) proposed that positive work atmosphere, supportive organization and leadership styles are factors that encouraging work engagement. [27] As regarding job insecurity, the result of this study revealed that nurses perceive a lower level of job insecurity, however, affective job insecurity had slightly a higher mean than cognitive job insecurity.…”

Role stress and work engagement as antecedents of job satisfaction in Spanish workers

“…Employee engagement has emerged as one way for organizations to measure the investment in human capital (Chaudhary et al, 2011). Engagement is defined as a motivational and positive construct related to work that is characterized by vigor, dedication, and absorption.…”

“…Many have claimed that employee engagement predicts employee outcomes, organizational success, financial performance (e.g. total shareholder return), and client satisfaction (Chaudhary, Rangnekar & Barua, 2011). The experience of engagement has been described as a fulfilling positive workrelated experience and state of mind , and has been found to be related to good health and positive work affect, such as job satisfaction (Alarcon & Lyons, 2011;Maslach & Leiter, 2008;Schaufeli & Bakker, 2004).…”

“…The experience of engagement has been described as a fulfilling positive workrelated experience and state of mind , and has been found to be related to good health and positive work affect, such as job satisfaction (Alarcon & Lyons, 2011;Maslach & Leiter, 2008;Schaufeli & Bakker, 2004). In the current economic climate, the employees' psychological connection with their work is certainly a key to compete effectively (Chaudhary et al, 2011). The organizations are in need of employees who are engaged with their work (Bakker, van Veldhoven & Xanthopoulou, 2010).…”

Role Stress and Work Engagement as Antecedents of Job Satisfaction: Results From Portugal

“…Recently, there has been a great deal of interest in employee engagement. May have claimed that employee engagement predicts employee outcomes, organizational success, financial performance (e.g., total shareholder return) and client satisfaction (Chaudhary, Rangnekar, & Barua, 2011). The experience of engagement has been Europe's Journal of Psychology ejop.psychopen.eu | 1841-0413 described as a fulfilling positive work-related experience and state of mind (Schaufeli & Bakker, 2004), and has been found to be related to good health and positive work affect, such as job satisfaction (Alarcon & Lyons, 2011;Maslach & Leiter, 2008;Saks, 2006;Schaufeli & Bakker, 2004).…”