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Robert V, Vandenberghe C. L’affectivité positive et négative : des facteurs de protection ou de vulnérabilité à l’engagement au travail. PSYCHOLOGIE DU TRAVAIL ET DES ORGANISATIONS 2018. [DOI: 10.1016/j.pto.2017.04.001] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
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Chan CO, Tay HL. Combining lean tools application in kaizen: a field study on the printing industry. INTERNATIONAL JOURNAL OF PRODUCTIVITY AND PERFORMANCE MANAGEMENT 2018. [DOI: 10.1108/ijppm-09-2016-0197] [Citation(s) in RCA: 25] [Impact Index Per Article: 4.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this paper is to highlight the lessons learned from two kaizen events for productivity improvement in a printing company. The paper suggests how to organize lean tools to improve productivity through the use of organized kaizen events in the printing industry to meet defined targets.
Design/methodology/approach
This paper is based on a field study involving participant observations. The relationships among the three specific tools, line balancing, standardized work and standardized layout that are used in a kaizen event of a printing factory, are examined.
Findings
Application of a mix of lean tools resulted in significant productivity improvements of 10-30 percent in the assembly area of the printing company. Based on the outcomes of the lean tools that are applied in various work areas, the best combinations of lean tools are identified and several key considerations are discussed.
Practical implications
This paper shows that a combined set of lean tools such as line balancing, standardized work and standardized layout can be applied to improve productivity in the printing operations, which is identifiable with a mix of processes that are both labor intensive and equipment flexible.
Originality/value
The paper fills the literature gap on the use of specific lean tools: line balancing, standardized work and standardized layout in the printing industry. The findings from this research can be applied to other assembly systems that are similar to the printing industry.
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Xie T, Shi YN, Zhou J. The adverse effect of materialism on employee engagement in China. JOURNAL OF CHINESE HUMAN RESOURCES MANAGEMENT 2016. [DOI: 10.1108/jchrm-07-2016-0013] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this study was to explore the influence of materialism on employee engagement in China. Mediating role of employees’ autonomy need satisfaction in workplace was also examined.
Design/methodology/approach
Data were collected from 217 employees from various companies located across 19 provinces and towns in China. These participants completed three self-report scales, including materialistic values, employee engagement and autonomy need satisfaction at work. Pearson correlation analysis, hierarchical regression analysis and structural equation modeling were used to analyze data.
Findings
Results revealed that as hypothesized, autonomy need satisfaction at work fully mediated the effects of materialism on employee engagement.
Research limitations/implications
The study was limited by identifying the measure of materialism that is not robust at an organizational and national level. Similarly, lack of existing literature including use of cross-sectional research design around materialism also added to the limitations of this study. Limitations aside, the current study suggests that increasing materialism within Chinese organizations is likely to exert potentially significant adverse effects on employee engagement and, hence, the overall quality of work.
Originality/value
The current study has empirically discovered a possible relationship between materialism and employee engagement, which is rarely examined in previous studies. In addition, the study also proposes a psychological mechanism through which materialistic values can influence employee engagement. The findings are practically important to human resource management practices in China and theoretically important for the exploration of antecedents of employee engagement.
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Lin W, Wang L, Bamberger PA, Zhang Q, Wang H, Guo W, Shi J, Zhang T. Leading future orientations for current effectiveness: The role of engagement and supervisor coaching in linking future work self salience to job performance. JOURNAL OF VOCATIONAL BEHAVIOR 2016. [DOI: 10.1016/j.jvb.2015.12.002] [Citation(s) in RCA: 36] [Impact Index Per Article: 4.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
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Valentin MA, Valentin CC, Nafukho FM. The engagement continuum model using corporate social responsibility as an intervention for sustained employee engagement. EUROPEAN JOURNAL OF TRAINING AND DEVELOPMENT 2015. [DOI: 10.1108/ejtd-01-2014-0007] [Citation(s) in RCA: 6] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
– The purpose of this paper is to explore implications of motivational potential that are highly correlated to the self-determination theory (SDT) (intrinsic motivating factors), in relation to corporate social responsibility (CSR). This paper specifies key antecedents of engagement within the theoretical framework of the self-determination theory as it relates to employee engagement and CSR.
Design/methodology/approach
– The methods used for the purpose of this paper include a review of the relevant literature utilizing the descriptors of employee engagement, SDT and CSR. Alternative descriptors were not queried. The authors then selected articles that were found to be most cited, reviewed such articles and began to analyze the literature, synthesize and formulate connections.
Findings
– Based on research findings, a conceptual model was formulated and posited for research and practice. It is demonstrated in the paper that employee engagement has a wide range of benefits for all involved and focuses on key antecedents of engagement created through CSR initiatives and intrinsic motivating factors as pointed out from SDT, which may serve to provide a comprehensive representation of the likely influences of intrinsic motivating drivers on employee engagement.
Research limitations/implications
– The main limitations of this paper is that it is conceptual in nature and, hence, the need for a study designed to empirically test the conceptual model developed in this research.
Originality/value
– The result and contribution to the field of human resource development is the development of the engagement continuum model from which employee engagement emerges through the dynamic interplay of CSR as an intervention, creating positive results using the theoretical framework of SDT and resulting in a perceived sustained state of employee engagement.
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Macey WH, Schneider B. Engaged in Engagement: We Are Delighted We Did It. INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY-PERSPECTIVES ON SCIENCE AND PRACTICE 2015. [DOI: 10.1111/j.1754-9434.2007.00016.x] [Citation(s) in RCA: 50] [Impact Index Per Article: 5.6] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Abstract
We emphasize that science and practice issues are equally salient when pursuing thinking and research on employee engagement. We agree with much of what the commentaries have to say, especially that organizational competitive advantage is the relevant focus of engagement research and practice and that engagement is not a new construct but one that required clarification vis-a-vis existing constructs. We also agree that state engagement can be highly variable, that disengagement needs study, that negative situations can induce engagement behaviors, that engagement surveys should yield actionable data, and that people can be hired who are more likely to be engaged. We disagree with the idea that all employee attitudes are essentially equal and that existing conceptualizations of performance make engagement behavior a nonuseful construct.
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CHRISTIAN MICHAELS, GARZA ADELAS, SLAUGHTER JERELE. WORK ENGAGEMENT: A QUANTITATIVE REVIEW AND TEST OF ITS RELATIONS WITH TASK AND CONTEXTUAL PERFORMANCE. PERSONNEL PSYCHOLOGY 2011. [DOI: 10.1111/j.1744-6570.2010.01203.x] [Citation(s) in RCA: 1319] [Impact Index Per Article: 101.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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Workplace safety: a multilevel, interdisciplinary perspective. RESEARCH IN PERSONNEL AND HUMAN RESOURCES MANAGEMENT 2010. [DOI: 10.1108/s0742-7301(2010)0000029003] [Citation(s) in RCA: 19] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/12/2022]
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Schielke HJ, Fishman JL, Osatuke K, Stiles WB. Creative consensus on interpretations of qualitative data: The Ward method. Psychother Res 2009; 19:558-65. [DOI: 10.1080/10503300802621180] [Citation(s) in RCA: 37] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 10/21/2022] Open
Affiliation(s)
| | | | - Katerine Osatuke
- a Department of Psychology , Miami University , Oxford, Ohio, USA
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