STUDYING THE IMPACT OF EMPLYOEE

ENGAGEMENT ON ORGANIZATION
PRODUCTIVITY

Proposal

Submitted by
Muhammad Abbas

De Montfort University
Lecturer name
Olagboye D
 Business Management proposal

TOPIC OF INTEREST

Studying The Impact of Employee Engagement on

Organization Productivity
Introduction
Employee engagement is an important and well known organizational concept in the recent
years .it is the level of commitment and involvement of the of an employee towards the
organization and their values and beliefs that leads or forced the employees to engaged in their
work with the team to improve the performance within the job for the benefit the organization (
Baker etal.,2008 and 2020) .

Employee engagement is not only term used to describe positive attitude at work but the
commitment, organization citizenship behavior and psychological contract are also imperative
aspects (Robinson et al.,2004 ) .The policy and the practices implications of employee
engagement are captured as high involvement and performance working. This is the most
critical metric for organization and has also direct impact on the organization’s productivity
and financial success which further linked to customer satisfaction. Employee’s behavior
towards the organization is also detrimental factor that supports them to work with an effective
HR manager ( Saks et al., 2006 ; Robinson et al., 2004 ; Mone et al., 2010 ) .The concept of
engagement has been derived from various past researches and creates opportunities for
employees to connect with the team work that all depends on high involvement ,job
motivation ,organizational commitment and trust .The various factors like
recruitment ,selection ,career development ,leadership , Opportunities ,training , performance
management ,job satisfaction and communication with the team members influences the
employee engagement ( Berradin etal., 2003 ; Baker et al., 2010 ) .

LITERATURE REVIEW

Human resources are considered an important part of every organization. Recruiting the
right person helps increase the overall organizational performance as it is directly related to
employee engagement. (Nguyen &Pham, 2020)Employee engagement has gained so much
importance in recent years. It is one of the most important practices of human resources and
senior managers in any organization. Employee engagement is described as the level of
enthusiasm, belonging, and dedication the employees feel toward their jobs. Engaged employees
take their jobs seriously and care about it and enhance their performance and try to make a
difference in the company with their efforts. To achieve a competitive advantage, any
organization needs an engaged workforce. An engaged employee has a good relationship with
colleagues that creates a healthy working environment. It increases job satisfaction and
ultimately increases the productivity of the employee and the profitability of the company.
High employee engagement helps retain talent, increases customer satisfaction and loyalty, and
fosters organizational performance. ( ALsafaedi et al., 2021 ,Daiva-Danuta, 2020).
Employees loyalty has a significant role in providing the service quality that in turns
influences the customer satisfaction loyalty and finally leads to increasing profitability of the
organization ( Yee et al.,2010 ).

Many studies linked employee engagement with behavioral and attitudinal aspects. Researchers
concluded that employee engagement fluctuates with individuals, time, and environment of the
organizational (Bakker et al., 2014; Sonnentag et al., 2010). Employee engagement satisfies certain
Physiological, Physiological Esteem, and Safety. Human resources practices related to high-
performance work system affects customer satisfaction through job satisfaction. When the
employees are satisfied with the HR practices, they reciprocate and work in the best possible
way for achieving customer satisfaction (Cengiz ,2010) .

Researches related to service quality and customer satisfaction has also been studied in
management studies particularly linking with the employee engagement ,organization
success and customer satisfaction ( Fint et al,2011 ,Shanka et al., 2012) .Customer
satisfaction and employee engagement have a direct link with each other. Multiple studies
and researches have shown that if the company doesn't treat their employees in the fairway,
then surely their customers going to face its consequences and its result in dissatisfaction level
of customer ( Vu ,2020 ,Cengiz ,2010) . Employee engagement refers to the emotional
process that an employee performs for his company and its employees, vision, and goals.
Employee engagement can be considered a powerful indicator that shows the level of interest
of customers and connection with company products or services (Hermawan et al.,2020).
So, an attended customer is the result of feeling quite satisfied with the company-customer
interaction itself.

During the global pandemic, COVID -19 made employee engagement itself a challenge for
human resources, practitioners, and companies. It has forced companies to make drastic
changes at the workplace, many employees lost their jobs. Researches show that companies
have reduced their employee's salaries and many unpleasant changes placed during the
pandemic time and completely changed the employee experience. Furthermore ,lack of
employee relationship development plans , communication gaps with inter-department and
Insufficient motivation will lead to poor customer service (Nguyen &Pham ,2020 ,Alsafadi et

al.,2021).

-Research Questions :

1 .What is the impact of employee engagement on Organizations productivity?

2. What is the relationship between employee engagement and customer satisfaction in order
to recognize the impact on the company's performance ?

3- What are the factors influencing the employee engagement ?

2- Problem statement
There is limited research conducted on this context in employee engagemnent and it's impact on
organizations

Aims and objectives of the study

1 Its aim is to retain and gain more of its employees in future to enhancorganization productivity

2- To study the impact of employee engagement on customer satisfaction

3 -To study the factors influencing the employee engagement

Rationale of the study

This study will provide new insights into the importance of employee engagement in an
organization and its impact on productivity. Moreover, this research will elucidate how
employee engagement leads to customer satisfaction that ultimately leads to business results.
In addition to this, the overview presented in this research will convey valuable information
which will be useful for future research and discussion.

4- work plan for the research and writing dissertation

Task Timeline (months)

Initial 0 0 0 0 0 0
work 1 2 3 4 5 6
Proposal

Relevant
theoretic
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odology
Docume
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Retrieval
/ data
collectio
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 Case
Studies
Data
collectio
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conclusi
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/Suggest
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Supervis
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Submiss
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My Research Methodology

This research will be carried out to study and investigate the impact of employee
engagement on organization productivity and will fill the certain research gaps, which can
have influenced the context of the subject because there were very limited researches
conducted on this context in employee engagement impact on organization productivity .It
will fill the research gap and help in the future as many companies that have not properly
developed employee engagement and have not realized its impact on business productivity
and customer satisfaction.

Empirical study design

The study will be a case study of selected UK organisation and analyzes the factors of
employee engagement .

Significance of the Study :

This study will provide new insights into the importance of employee engagement in an
organization and its impact on productivity. Moreover, this research will elucidate how
employee engagement leads to customer satisfaction that ultimately leads to business results.
In addition to this, the overview presented in this research will convey valuable information
which will be useful for future research and discussion

References

Bakker, A.B., & Leiter, M.P.

(2010). Work engagement: a
handbook of essential theory and
research.
New York, NY: Psychology Press.
Bakker, A., & Schaufeli, W.
(2008). Positive organizational
behavior: engaged employees in
flourishing
organizations. Journal of
Organizational Behavior. 29(2).
147-154
Bakker, A.B., & Leiter, M.P. (2010). Work engagement: a handbook of essential theory
and research.
New York, NY: Psychology Press.
Bakker, A., & Schaufeli, W. (2008). Positive organizational behavior: engaged employees in
flourishing
organizations. Journal of Organizational Behavior. 29(2). 147-154
Alsafadi, Y., & Altahat, S. (2021). Human Resource Management Practices and Employee
Performance: The Role of Job Satisfaction. Journal of Asian Finance, Economics and Business, 8(1),
519-529.

Bakker, A.B., & Leiter, M.P. (2010). Work engagement: a handbook of essential theory
and research. New York, NY: Psychology Press.

Bakker, A., & Schaufeli, W. (2008). Positive organizational behavior: engaged employees in
flourishing organizations. Journal of Organizational Behavior. 29(2). 147-154.

Cengiz, E. (2010). Measuring Customer Satisfaction: Must or Not? Journal of Naval Science and
Engineering, 6(2), 76-88.

Chi, C. G., & Gursoy, D. (2009). Employee satisfaction, customer satisfaction, and financial
performance: An empirical examination. International Journal of Hospitality Management, 28(2),
245-253

Singh, & Binita, P. ( 2017 ). Employee Engagement in Indian Scenario - A Case Study of
Tata Tele Services Limited (TTSL). DRIEMS Business Review. 1(1). 62-73.

Shaimila ,V.J .( 2013 ) Employee engagement .An approach to organizational

Excellence .International journal of social science and interdisciplinary research ,2,111-11
Hermawan, H., Thamrin, H. M., & Susilo, P. (2020). Organizational Citizenship Behavior and
Performance: The Role of Employee Engagement. Journal of Asian Finance, Economics and
Business, 7(12), 1089-1097.

Nguyen, L. G. T., & Pham, H. T. (2020). Factors affecting employee engagement at not-for-profit
organizations: A case in Vietnam. Journal of Asian Finance, Economics and Business, 7(8), 495-507.
-44.

Vu, H. M. (2020). Relationship between Work-Life Balance, Religiosity and Employee Engagement:
A Proposed Moderated Mediation Model. Journal of Asian Finance, Economics and Business, 7(10),
339-345.

Nawaz ,S., Hassan ,M,Hassan s.,Shukat S., and Asadullah A.M.( 2014) .Impact of employee training
and Empowerment on employee creativity through employee engagement ; Empericl evidence from
manufacturing sector of Pakistan .Middle east journal off scientific research ,19,593-601

Sorenson, S. (2013). How Employee Engagement Drives Growth. Gallup Business Journal, 41-44.

Vu, H. M. (2020). Relationship between Work-Life Balance, Religiosity and Employee Engagement:
A Proposed Moderated Mediation Model. Journal of Asian Finance, Economics and Business, 7(10),
339-345.

Robinson, D., Perryman, S., & Hayday, S. (2004). The Drivers of Employee Engagement
Report 408. Institute for Employment Studies. UK. Rothbard, N.P. Enriching or depleting?
The dynamics of engagement in work and family roles. Admin. Sci. Q., 46: 655-684.
Bakker, A.B., & Leiter, M.P.
(2010). Work engagement: a
handbook of essential theory and
research.
New York, NY: Psychology Press.
Bakker, A.B., & Leiter, M.P.
(2010). Work engagement: a
handbook of essential theory and
research.
New York, NY: Psychology Press.