Employee Engagement in Turbulent Times.

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Σημασιολογικός εμπλουτισμός/ομογενοποίηση από το EKT

2011 (EL)
Employee Engagement in Turbulent Times. (EN)

Paspala, Georgia (EN)

Papadopoulos, Chryssoleon (EN)
Dr. Aletras, Vasileios (EN)
Mihail, Dimitrios (EN)
Giannikis, Stefanos K. (EN)
School of Economics, Business Administration and Legal Studies, Executive MBA (EN)

As stated by Sandeep K. et al (2008), research conducted by Bates (2004) and Richman (2006) has found that employee engagement levels are falling and that more and more employees are becoming disengaged. Currently, the business environment for Greek and Greek-based companies is challenging. More than ever the need to focus on increasing the level of employee engagement is vital because ―‗in bad times, it's the difference between surviving and not. In good times and bad, low engagement reduces performance and profit (Harter, 2006)". The following study aims to measure the level of engagement and job satisfaction of pharmaceutical employees in Greece and compare them against the levels found for employees working in other sectors of the Greek economy. In addition, this study will examine which factors (demographics, work-related, industry type, and level of job satisfaction) influence the level of employee engagement. A two-page questionnaire, specifically designed to conduct the research, was distributed from November 2011 to December 2011 to employees across the Greek economy hand to hand by also electronically. The results were analyzed using SPSS software ANOVA Analysis and Hierarchical Regression Analysis. Our findings show that the levels of employee engagement and job satisfaction of pharmaceutical employees in Greece are moderate and that they have no significant difference compared to the equivalent levels of non-pharmaceutical employees. Also, the level of employee engagement does not depend on demographic or work-related characteristics and that employee engagement has a strong and statistically significant relationship to job satisfaction. Nowadays, businesses are struggling to find ways to motivate employees in becoming more dedicated with the ultimate aim of securing increased efforts to achieve organizational goals (Watson, 1994). Findings of this study suggest that management does not fully engage employees and that there is room for improvement. Recommendations on how companies can increase the level of employee engagement in cost-effective and efficient ways are provided in the final section. (EN)

masterThesis

Διεθνές Πανεπιστήμιο της Ελλάδος (EL)
International Hellenic University (EN)

2011-12


School of Economics and Business Administration, Executive MBA programme (EN)



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