ผลกระทบของภาวะผู้นาต่อความผูกพันต่อองค์กร
Keywords:
Employee Engagement, LeadershipAbstract
Employee engagement is known as a tool for employee retention and employee
performance enhancement. It requires several organizational supports such as working
environment, proper job design, managers and etc. Leadership and close contact by managers play
a vital role in driving an employee engagement program. This study aimed to investigate the impact
of leadership on company employee engagement and employee satisfaction with supervision. The
model of the relationship among these three variables was tested. It was hypothesized that
leadership style influences the level of employee engagement and subordinate satisfaction with
supervision. A purposive sampling method was employed to select companies with employee
engagement programs for participation; thirteen manufacturing companies agreed to participate. Indepth
interviews were conducted in search of employee engagement predictors which were later
used in the questionnaire. With 1,007 respondents, the findings reveal that employee engagement
has a direct effect on employee satisfaction with the supervision of the leaders.
References
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Arakawa, D. & Greenberg, M. (2007). Optimistic Managers and their Influence on Productivity and Employee Engagement in a Technology Organization: Implications for Coaching Psychologists. International Coaching Psychology Review, 2(1), 78-89.
Avey J. B., Wernsing T. S., & Luthans, F. (2008). Can Positive Employees Help Positive Organizational Change? The Journal of Applied Behavioral Science, 44, 48-70.
Ayers, K (2007, February). Why Worker Engagement Is Not Enough. Manufacturers Monthly. Retrieved from http://www.ferret.com.au
Bakker, A.B. and Schaufeli, W.B. (2008). Positive Organizational Behavior: Engaged Employees in Flourishing Organizations, Journal of Organizational Behavior, 29, 147-154.
Bass, B.M. (1985). Leadership and Performance Beyond Expectations. New York: The Free Press.
Baumgarder, S. & Crothers, J. (2009). Positive Psychology: International Edition. Pearson.
Boudreau, J.W. & Ramstad, P.M. (2003). Strategic HRM Measurement in the 21st
Century: From Justifying HR to Strategic Talent Leadership. In M Goldsmith, R.P. Gandossy, & M.S. Efron, HRM in the 21st Century, (eds., pp. 79-90), New York: John Wiley. Brown S. P., & Lam S. K. (2008). A Meta-Analysis of Relationship Linking Employee Satisfaction to Customer Responses. Journal of Retailing, 84(3), 243-255.
Cartwright, S. and Holmes, N. (2006). The Meaning of Work: the Challenge of Regaining Employee Engagement and Reducing Cynicism. Human Resource Management Review, 16, 199-208. Casey, T. F. & Warlin, K. (2001). Retention and Customer Satisfaction. Compensation Benefits Review, 33(27).
Chi, C. & Gursoy, D. (2009). Employee Satisfaction, Customer Satisfaction, and Financial Performance: An Empirical Examination. International Journal of Hospitality Management 28(2), 245-253.
Coffman, C., & Buckingham, M. (2002). First Break All the Rules: What the World's Greatest Managers Do Differently. Paper presented at the Human Resources Masters Symposium, Palm Desert.
Conger, J. A., & Ready, D. A. (2007). Make Your Company a Talent Factory. Harvard Business Review (June).
CDIP (2012). Managing for Sustainable Employee Engagement. Chartered Institute of Personnel Development,Retrieved December 19, 2015, from http://www.cipd.co.uk/publicpolicy/policy-reports/engagement-behavioural-framework.aspx.
Crabtree, S. (2005). Engagement keeps the doctor away. Gallup Management Journal. Retrieved from http://gmj.gallup.com
Eleftheriou, T. (2007). Playbook: Building Winning Teams. Parks & Recreation, 42(2), 20-21.
Giallonardo, L.M., Wong, C.A., & Iwasiw, C.L. (2010). Authentic Leadership of Preceptors: Predictors of New Graduate Nurses’ Work Engagement and Job Satisfaction. Journal of Nursing Management, 18(8), 23-50.
Glen, C. (2006). Key Skills Retention and Motivation: The War for Talent Still Rages and Retention is the High Ground. Industrial and Commercial Training, 38(1), 37-46.
Global Workforce Study (2012). Engagement at Risk: Driving Strong Performance in Volatile Global Environment. Retrieved from http://towerswatson.com/assets/pdf/2012-Towers-Watson-Global-Workforce-Study.pdf
Guarino, C. M., Santibanez, L., & Daley, G. A. (2006). Teacher Recruitment and Retention: A Review of the Recent Empirical Literature. Review of Education Research, 76(2), 173-208.
Hackman, J. R., & Oldham, G. R. (1980). Work resign. Reading, MA: Addison-Wesley.
Harter J.K., Schmidt, F.L., Killham, E.A. & Asplund, J. W. (2006). Q12® Meta –analysis. Retrieved from https://strengths.gallup.com/private/resources/q12meta-analysis_flyer_gen_08%2008_bp.pdf
Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit Level Relationship between Employee Satisfaction, Employee Engagement, and Business Outcomes: A Meta-analysis. Journal of Applied Psychology, 87, 268-279. Herd, A.M. (2012). Employee Engagement and Leadership: Exploring the Convergence of Two Frameworks and Implications for Leadership Development in HRD. Human Resource Development Review.
Kahn, W. A. (1990). Psychological Conditions of Personal Engagement and Disengagement at Work. Academy of Management Journal, 33, 692-724.
Kaliannana & Adjovu (2015). Effective Employee Engagement and Best Brand Breeding: A Case Study. Int J Econ and Manage Sci 4:234. doi:10.4172/2162-6359.1000234
Kamalanabhan, T.J. & Prakashsai, I. (2009). Employee Engagement and Job Satisfaction in the Information Technology Industry, Psychological Reports, 105(3), 759-770.
Karatepe O.M. (2013) High-performance Work Practices and Hotel Employee Performance: The Mediation of Work Engagement. International Journal of Hospitality Management, 32. 132–140
Kaye, B., & Jordan-Evans, S. (2003). Engaging Talent. Executive Excellence, 20(8), 11.
Kennedy E., & Daim T. U (2010). A Strategy to Assist Management in Workforce Engagement and Employee Retention in the High Tech Engineering Environment. Evaluation Program Planning, 33(4), 468-476.
Lewis, R., Donaldson-Feilder, E., & Tharani, T. (2011). Management Competencies for Enhancing Employee Engagement. Research insight. London: Chartered Institute of Personnel and Development.
Lockwood, N. R. (2006). Leveraging Employee Engagement for Competitive Advantage : HR’s Strategic Role. SHRMResearch. Retrieved.
fromhttp://www.shrm.org/Research/Articles/Articles/Documents/07MarResearchQuarterly.pdf.
Palmer B. & Gignac, G. (2012). The Impact of Emotionally Intelligent Leadership on Talent Retention, Discretionary Effort and Employment Brand. Industrial and commercial training, 44(1), 9-18. Rose, K., Chuck, B. Twyford, D. and Bergman, M. (2015). Skunked: An Integrative Review Exploring the Consequences of the Dysfunctional Leader and Implications for Those Employees Who Work for Them. Human Resource Development Review, March 1, 2015. 64-90
Rurkkhum, S., and Bartlett, K.R. (2012). The Relationship between Employee Engagement and Organizational Citizenship Behavior in Thailand. Human Resource Development International, 15(2), 157-174.
Saetang, D. (2004). Development of Measure of Transformational and Transactional Leadership among Public School Principals in Thailand. Ph.D. Thesis University of Minnesota.
Schaufeli, W.B. & Bakker, A.B. (2010). The Conceptualization and Measurement of Work Engagement. In A.B. Bakker and M. P. Leiter Work engagement: a handbook of essential theory and research (eds, pp. 10-24) New York: Psychology Press.
Stairs, M. (2005). Work Happy: Developing Employee Engagement to Deliver Competitive Advantage. Selection and Development Review, 21(5), 7-11.
Thackray, J (2001, March). Feedback for Real. Gallup Management Journal. Retrieved from http://gmj.gallup.com
Towers Perrin (2005). Industry Survey 2005: A Review of the Best. Retrieved from http://www.expatica.com/actual/aticle
Venkatesh, N. (2015). Employee Engagement through Leadership. American International Journal of Research in Humanities, Arts and Social Science, 333-336.
Way, S. A., Sturman, M. C. & Raab, C. (2010). Contrasting the Effects of Job Satisfaction and Service Climate on Hotel Food and Beverage Managers’ Job Performance. Cornell Hospitality Quarterly, 51(3), 379-397. Welch, M. (2011). The Evolution of the Employee Engagement Concept: Communication Implications. Corporate Communications: An International Journal, 16(4), 328 - 346 Yee, R., Yeung, A., & Cheng E. (2010). An Empirical Study of Employee Loyalty, Service Quality Firm Performance in the Service Industry. International Journal of Production Economics, 124(1), 109-120.
Arakawa, D. & Greenberg, M. (2007). Optimistic Managers and their Influence on Productivity and Employee Engagement in a Technology Organization: Implications for Coaching Psychologists. International Coaching Psychology Review, 2(1), 78-89.
Avey J. B., Wernsing T. S., & Luthans, F. (2008). Can Positive Employees Help Positive Organizational Change? The Journal of Applied Behavioral Science, 44, 48-70.
Ayers, K (2007, February). Why Worker Engagement Is Not Enough. Manufacturers Monthly. Retrieved from http://www.ferret.com.au
Bakker, A.B. and Schaufeli, W.B. (2008). Positive Organizational Behavior: Engaged Employees in Flourishing Organizations, Journal of Organizational Behavior, 29, 147-154.
Bass, B.M. (1985). Leadership and Performance Beyond Expectations. New York: The Free Press.
Baumgarder, S. & Crothers, J. (2009). Positive Psychology: International Edition. Pearson.
Boudreau, J.W. & Ramstad, P.M. (2003). Strategic HRM Measurement in the 21st
Century: From Justifying HR to Strategic Talent Leadership. In M Goldsmith, R.P. Gandossy, & M.S. Efron, HRM in the 21st Century, (eds., pp. 79-90), New York: John Wiley. Brown S. P., & Lam S. K. (2008). A Meta-Analysis of Relationship Linking Employee Satisfaction to Customer Responses. Journal of Retailing, 84(3), 243-255.
Cartwright, S. and Holmes, N. (2006). The Meaning of Work: the Challenge of Regaining Employee Engagement and Reducing Cynicism. Human Resource Management Review, 16, 199-208. Casey, T. F. & Warlin, K. (2001). Retention and Customer Satisfaction. Compensation Benefits Review, 33(27).
Chi, C. & Gursoy, D. (2009). Employee Satisfaction, Customer Satisfaction, and Financial Performance: An Empirical Examination. International Journal of Hospitality Management 28(2), 245-253.
Coffman, C., & Buckingham, M. (2002). First Break All the Rules: What the World's Greatest Managers Do Differently. Paper presented at the Human Resources Masters Symposium, Palm Desert.
Conger, J. A., & Ready, D. A. (2007). Make Your Company a Talent Factory. Harvard Business Review (June).
CDIP (2012). Managing for Sustainable Employee Engagement. Chartered Institute of Personnel Development,Retrieved December 19, 2015, from http://www.cipd.co.uk/publicpolicy/policy-reports/engagement-behavioural-framework.aspx.
Crabtree, S. (2005). Engagement keeps the doctor away. Gallup Management Journal. Retrieved from http://gmj.gallup.com
Eleftheriou, T. (2007). Playbook: Building Winning Teams. Parks & Recreation, 42(2), 20-21.
Giallonardo, L.M., Wong, C.A., & Iwasiw, C.L. (2010). Authentic Leadership of Preceptors: Predictors of New Graduate Nurses’ Work Engagement and Job Satisfaction. Journal of Nursing Management, 18(8), 23-50.
Glen, C. (2006). Key Skills Retention and Motivation: The War for Talent Still Rages and Retention is the High Ground. Industrial and Commercial Training, 38(1), 37-46.
Global Workforce Study (2012). Engagement at Risk: Driving Strong Performance in Volatile Global Environment. Retrieved from http://towerswatson.com/assets/pdf/2012-Towers-Watson-Global-Workforce-Study.pdf
Guarino, C. M., Santibanez, L., & Daley, G. A. (2006). Teacher Recruitment and Retention: A Review of the Recent Empirical Literature. Review of Education Research, 76(2), 173-208.
Hackman, J. R., & Oldham, G. R. (1980). Work resign. Reading, MA: Addison-Wesley.
Harter J.K., Schmidt, F.L., Killham, E.A. & Asplund, J. W. (2006). Q12® Meta –analysis. Retrieved from https://strengths.gallup.com/private/resources/q12meta-analysis_flyer_gen_08%2008_bp.pdf
Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit Level Relationship between Employee Satisfaction, Employee Engagement, and Business Outcomes: A Meta-analysis. Journal of Applied Psychology, 87, 268-279. Herd, A.M. (2012). Employee Engagement and Leadership: Exploring the Convergence of Two Frameworks and Implications for Leadership Development in HRD. Human Resource Development Review.
Kahn, W. A. (1990). Psychological Conditions of Personal Engagement and Disengagement at Work. Academy of Management Journal, 33, 692-724.
Kaliannana & Adjovu (2015). Effective Employee Engagement and Best Brand Breeding: A Case Study. Int J Econ and Manage Sci 4:234. doi:10.4172/2162-6359.1000234
Kamalanabhan, T.J. & Prakashsai, I. (2009). Employee Engagement and Job Satisfaction in the Information Technology Industry, Psychological Reports, 105(3), 759-770.
Karatepe O.M. (2013) High-performance Work Practices and Hotel Employee Performance: The Mediation of Work Engagement. International Journal of Hospitality Management, 32. 132–140
Kaye, B., & Jordan-Evans, S. (2003). Engaging Talent. Executive Excellence, 20(8), 11.
Kennedy E., & Daim T. U (2010). A Strategy to Assist Management in Workforce Engagement and Employee Retention in the High Tech Engineering Environment. Evaluation Program Planning, 33(4), 468-476.
Lewis, R., Donaldson-Feilder, E., & Tharani, T. (2011). Management Competencies for Enhancing Employee Engagement. Research insight. London: Chartered Institute of Personnel and Development.
Lockwood, N. R. (2006). Leveraging Employee Engagement for Competitive Advantage : HR’s Strategic Role. SHRMResearch. Retrieved.
fromhttp://www.shrm.org/Research/Articles/Articles/Documents/07MarResearchQuarterly.pdf.
Palmer B. & Gignac, G. (2012). The Impact of Emotionally Intelligent Leadership on Talent Retention, Discretionary Effort and Employment Brand. Industrial and commercial training, 44(1), 9-18. Rose, K., Chuck, B. Twyford, D. and Bergman, M. (2015). Skunked: An Integrative Review Exploring the Consequences of the Dysfunctional Leader and Implications for Those Employees Who Work for Them. Human Resource Development Review, March 1, 2015. 64-90
Rurkkhum, S., and Bartlett, K.R. (2012). The Relationship between Employee Engagement and Organizational Citizenship Behavior in Thailand. Human Resource Development International, 15(2), 157-174.
Saetang, D. (2004). Development of Measure of Transformational and Transactional Leadership among Public School Principals in Thailand. Ph.D. Thesis University of Minnesota.
Schaufeli, W.B. & Bakker, A.B. (2010). The Conceptualization and Measurement of Work Engagement. In A.B. Bakker and M. P. Leiter Work engagement: a handbook of essential theory and research (eds, pp. 10-24) New York: Psychology Press.
Stairs, M. (2005). Work Happy: Developing Employee Engagement to Deliver Competitive Advantage. Selection and Development Review, 21(5), 7-11.
Thackray, J (2001, March). Feedback for Real. Gallup Management Journal. Retrieved from http://gmj.gallup.com
Towers Perrin (2005). Industry Survey 2005: A Review of the Best. Retrieved from http://www.expatica.com/actual/aticle
Venkatesh, N. (2015). Employee Engagement through Leadership. American International Journal of Research in Humanities, Arts and Social Science, 333-336.
Way, S. A., Sturman, M. C. & Raab, C. (2010). Contrasting the Effects of Job Satisfaction and Service Climate on Hotel Food and Beverage Managers’ Job Performance. Cornell Hospitality Quarterly, 51(3), 379-397. Welch, M. (2011). The Evolution of the Employee Engagement Concept: Communication Implications. Corporate Communications: An International Journal, 16(4), 328 - 346 Yee, R., Yeung, A., & Cheng E. (2010). An Empirical Study of Employee Loyalty, Service Quality Firm Performance in the Service Industry. International Journal of Production Economics, 124(1), 109-120.
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Published
2017-05-01
How to Cite
Pimapunsri, P. (2017). ผลกระทบของภาวะผู้นาต่อความผูกพันต่อองค์กร. Journal of Multidisciplinary in Social Sciences, 13(3), 187–206. Retrieved from https://so03.tci-thaijo.org/index.php/sduhs/article/view/186656
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