Social recognition and employee engagement: The effect of social media in organizations

Abstract

In the contemporary dynamic business context (characterized by stiff competition, high uncertainty, growth of global as well as virtual organizations, etc.), setting up systems for recognizing and engaging employees which need constant endeavor from present-day organizations. Hence, organizations are actively exploring and adopting novel initiatives through strategies platforms for their employer engaging effort, moving the organization image to the “company of employee’s choice” and connecting their strategic talent acquisition supply chain into that eco-system. Qualitative data analysis through 65 semi-structured interviews with employees working with various Software and Research & Development sectors, Human Resources and Talent Management professionals working for information technologies companies, IT-enabled (Business Process Outsourcing) BPO, and KPO (Knowledge Process Outsourcing) Services, as well as talent acquisition organizations, confirm the utilization of social media for social recognition & employee engagement in their organizations. The study contributes to the fields of talent management and social networks and has several key messages for practitioners regarding the expediency and effectiveness of social networks in organizations.

Financial Technology Adoption and Organizational Competitive Performance: Mediating Role of Employee Engagement

“…Researchers have examined the impact of integrating financial technology tools and platforms on employee engagement levels. Several research findings suggest direct correlation between higher adoption of Fintech in the businesses and improved employee engagement (Nayak, Nayak & Jena, 2020). The relationship between improved efficiency and accessibility of financial processes and decrease in administrative burdens, allowing employees to focus on more engaging and strategic tasks, is plausible explanation for this connection (Chanana & Sangeeta, 2021;Ghosh et al, 2022;Nayak, Nayak & Jena, 2020).…”

Reconocimiento del desempeño laboral como principio gerencial en el liderazgo organizacional

“…En términos de desempeño laboral empresarial, las tendencias están cambiando en un mundo movido por la publicidad y la mediática virtual (Deroncele et al, 2021). Ahora las empresas que compiten reconocen la labor del empleado; algunas no solo la reconocen también promocionan al trabajador como individuos inteligentes, capaces y productivos que eligió la organización para trabajar, incluso utilizan las redes sociales con iniciativas novedosas para tales fines (Nayak, Nayak y Jena, 2020). Sin embargo, es importante comprender el límite delgado entre la publicidad y la razón verdadera; por ello, para una sustanciación adecuada de la gestión del talento humano es necesario cultivar dos prácticas vinculantes importantes: El reconocimiento y el respeto, esto es considerado fundamental para la continuidad en la relación laboral (Thoilliez, 2019).…”

Leader-Member Exchange, Perceived Organisational Support And Job Satisfaction: Mediating Role Of Employee Engagement

“…Employees who are engaged are genuinely invested in their task and their organisation. Engagement is the willingness and ability to contribute to the organisation's success; employees are willing to try hard to complete their work, use all their thoughts and energy, and even work overtime (Nayak et al, 2020). Employee Engagement examines how an employee can be loyal at work (Rameshkumar, 2020).…”