東華大學圖書館 |

Language: English

Help

回圖書館首頁

手機版館藏查詢

Back

Switch To: Labeled | MARC Mode | ISBD

Relationship Between Perceived Contr...

Guarin, Rafael E.

Linked to FindBook

Google Book

Amazon

博客來

Relationship Between Perceived Contribution, Professional Respect, and Employee Engagement.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Relationship Between Perceived Contribution, Professional Respect, and Employee Engagement./
Author:	Guarin, Rafael E.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2019,
Description:	120 p.
Notes:	Source: Dissertations Abstracts International, Volume: 80-12, Section: A.
Contained By:	Dissertations Abstracts International80-12A.
Subject:	Business administration. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=13895541
ISBN:	9781392216187

Relationship Between Perceived Contribution, Professional Respect, and Employee Engagement.
Guarin, Rafael E.

Relationship Between Perceived Contribution, Professional Respect, and Employee Engagement. - Ann Arbor : ProQuest Dissertations & Theses, 2019 - 120 p.

Source: Dissertations Abstracts International, Volume: 80-12, Section: A.

Thesis (D.B.A.)--Walden University, 2019.

This item must not be sold to any third party vendors.

Disengaged employees are a threat to a company's survival in a highly competitive world. Despite employee engagement benefits, the mediation of interactions between leaders and followers and the specific drivers of engagement remain poorly understood. This correlational study was grounded on leader member exchange (LMX) theory and examined the relationship between 2 dimensions of LMX (perceived contribution and professional respect) and employee engagement. In this study, 68 manufacturing employees from the southern region of the United States responded to 2 surveys to measure the LMX dimensions and the level of employee engagement. Using multiple regression analysis, the existence of a positive correlation, p < .001 and R2= .277, was demonstrated, which explained 28% of the variation in engagement. This research may serve as a roadmap for studying additional variables and providing workable tools for developing strategies to improve engagement in the workplace. The results of this study might contribute to positive social change by helping managers develop strategies to engage employees and reduce turnover, by improving the sense of stability for employees and their families, and by helping companies become more competitive and generate new jobs.

ISBN: 9781392216187Subjects--Topical Terms:

3168311
Business administration.

Relationship Between Perceived Contribution, Professional Respect, and Employee Engagement.
LDR:02369nmm a2200337 4500 001 2265152
005 20200514111645.5
008 220629s2019 ||||||||||||||||| ||eng d
020 $a 9781392216187
035 $a (MiAaPQ)AAI13895541
035 $a (MiAaPQ)waldenu:22610
035 $a AAI13895541
040 $a MiAaPQ $c MiAaPQ
100 1 $a Guarin, Rafael E. $3 3542306
245 1 0 $a Relationship Between Perceived Contribution, Professional Respect, and Employee Engagement.
260 1 $a Ann Arbor : $b ProQuest Dissertations & Theses, $c 2019
300 $a 120 p.
500 $a Source: Dissertations Abstracts International, Volume: 80-12, Section: A.
500 $a Publisher info.: Dissertation/Thesis.
500 $a Advisor: Casale, Natalie.
502 $a Thesis (D.B.A.)--Walden University, 2019.
506 $a This item must not be sold to any third party vendors.
520 $a Disengaged employees are a threat to a company's survival in a highly competitive world. Despite employee engagement benefits, the mediation of interactions between leaders and followers and the specific drivers of engagement remain poorly understood. This correlational study was grounded on leader member exchange (LMX) theory and examined the relationship between 2 dimensions of LMX (perceived contribution and professional respect) and employee engagement. In this study, 68 manufacturing employees from the southern region of the United States responded to 2 surveys to measure the LMX dimensions and the level of employee engagement. Using multiple regression analysis, the existence of a positive correlation, p < .001 and R2= .277, was demonstrated, which explained 28% of the variation in engagement. This research may serve as a roadmap for studying additional variables and providing workable tools for developing strategies to improve engagement in the workplace. The results of this study might contribute to positive social change by helping managers develop strategies to engage employees and reduce turnover, by improving the sense of stability for employees and their families, and by helping companies become more competitive and generate new jobs.
590 $a School code: 0543.
650 4 $a Business administration. $3 3168311
650 4 $a Labor relations. $3 3172144
650 4 $a Organizational behavior. $3 516683
690 $a 0310
690 $a 0629
690 $a 0703
710 2 $a Walden University. $b Business Administration. $3 2099452
773 0 $t Dissertations Abstracts International $g 80-12A.
790 $a 0543
791 $a D.B.A.
792 $a 2019
793 $a English
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=13895541