Добірка наукової літератури з теми "Digital employee engagement"
Оформте джерело за APA, MLA, Chicago, Harvard та іншими стилями
Ознайомтеся зі списками актуальних статей, книг, дисертацій, тез та інших наукових джерел на тему "Digital employee engagement".
Біля кожної праці в переліку літератури доступна кнопка «Додати до бібліографії». Скористайтеся нею – і ми автоматично оформимо бібліографічне посилання на обрану працю в потрібному вам стилі цитування: APA, MLA, «Гарвард», «Чикаго», «Ванкувер» тощо.
Також ви можете завантажити повний текст наукової публікації у форматі «.pdf» та прочитати онлайн анотацію до роботи, якщо відповідні параметри наявні в метаданих.
Статті в журналах з теми "Digital employee engagement"
1
Rony, Zahara Tussoleha, and Heri Dapiy Pardosi. "Burnout digital monitoring on employee engagement at the company." International Journal of Research in Business and Social Science (2147- 4478) 10, no. 7 (November 7, 2021): 156–62. http://dx.doi.org/10.20525/ijrbs.v10i7.1412.
Повний текст джерелаАнотація:
Burnout is a condition of mental, and physical fatigue of a worker caused by a person's professional life. Engagement is the attachment that exists in an employee to a job where the employee works. The relationship between burnout and engagement in a company significantly affects the employees' performance and the company's results. This study aims to digitally record burnout, and engagement that exists in a company in improving its product quality. Digital-based monitoring is one of the tools that can be used to monitor employee performance activities in a measured manner to produce information that companies can use in decision-making. The method used quantitative research method approach using LISREL. Results achieved several variables that affect burnout and engagement related to employee work at that company. Implications for companies with the existence of employee digital data minimize burnout and increase employee engagement in the company. This digital data can be used as accurate information in looking at the condition of employees in a company.
2
Nurma Isnawati and Jati Waskito. "Pengaruh Transformasi Digital dan Stres Kerja terhadap Kinerja Karyawan yang Dimediasi oleh Keterlibatan Karyawan pada Sekretariat Daerah Kabupaten Pati." El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam 5, no. 4 (February 9, 2024): 2914–26. http://dx.doi.org/10.47467/elmal.v5i4.1805.
Повний текст джерелаАнотація:
The changing era of digital transformation requires human resources to have insight and mastery in using technology digitally. The involvement of human resources in digital transformation is very important in an organization, because HR is the driver of all activities to achieve organizational goals and strive for progress in employee performance. The aim of this research is to analyze the influence of digital transformation and work stress on employee performance and employee engagement and to analyze the role of employee engagement as a mediator on the influence of digital transformation and work stress on employee performance. This research uses quantitative research by distributing questionnaires to 104 Pati Regency Regional Secretariat Employees. The results of data processing using SEM PLS 3.0 state that there is a significant positive influence on digital transformation on employee performance and employee engagement, there is a significant negative influence on job stress on employee performance and employee engagement, and employee engagement is proven to mediate the influence of digital transformation and job stress on employee performance.
3
MARIANI, Kadek Lina, R. Tri Priyono Budi SANTOSO, Yeyen KOMALASARI, and I. Wayan Ruspendi JUNAEDI. "The Role of Employee Engagement Mediating Digital Leadership and Organizational Support on Employee Performance at Siloam Bali Hospital." Journal of Entrepreneurial and Business Diversity 2, no. 3 (July 31, 2024): 320–28. http://dx.doi.org/10.38142/jebd.v2i3.184.
Повний текст джерелаАнотація:
Purpose:The research on this occasion aimed to determine the influence of digital leadership and organizational support on employee performance, mediated by employee involvement among Siloam Hospital Bali employees. Methodology :The method used in carrying out this research is a quantitative approach. The sample that supports this research is employees recorded as working at Siloam Hospital Bali with a total of 84 data. The techniques used to make searching and collecting data easier are questionnaires, interviews and documentation accompanied by observation. The analytical technique used to answer the hypothesis is quantitative descriptive analysis and Partial Least Square (PLS) applying the Structural Equation Modeling (SEM) equation model. Findings :The results of this series of research show that 1) digital leadership without providing results influences employee engagement, 2) digital leadership without providing results influences employee performance, 3) organizational support provides results with a positive influence and occurs significantly on employee engagement, 4) organizational support provides results with a positive influence and significant attitude on employee performance. Implication :5) employee engagement provides results with a positive influence and significant relationship on employee performance, 6) employee engagement without being able to mediate the influence of digital leadership on employee performance, 7) engagement employees succeeded in mediating the influence of organizational support on employee performance.
4
Mashanafi, Dwi Pratiktho, and Martinus Parnawa Putranta. "The Effect of Employee Experience and Engagement on Intention to Leave with Innovative Work Behavior as a Mediating Variable." Jurnal Riset Ekonomi Manajemen (REKOMEN) 7, no. 1 (April 2, 2024): 244–59. http://dx.doi.org/10.31002/rekomen.v7i1.1199.
Повний текст джерелаАнотація:
The purpose of this study is to analyze the effect of employee experience and employee engagement on intention to leave through innovative work behavior as a mediating variable using a sample of 168 employees who worked in startup digital companies in Indonesia. Purposive sampling was used to invite respondent participation. Structual Equation Modelling was employed for data analysis. Then the result shows that employee experience and employee engagement had a direct and negative effect on intention to leave, while employee engagement is not proven to have a direct effect on intention to leave. Innovative work behavior also succesfully fully mediated the relationship between employee engagement and intention to leave.
5
Jungst, Martijn, Julia Milner, and Trenton Milner. "The Effect of Leader-Member Exchange on Voice." International Journal of Technology and Human Interaction 18, no. 1 (January 2022): 1–19. http://dx.doi.org/10.4018/ijthi.293199.
Повний текст джерелаАнотація:
The new digital age introduces new challenges and opportunities for leaders to engage their followers in voice behavior. Drawing on the conservation of resources theory, the objective of this paper is to examine the mediating role of employee engagement and the moderating role of the degree of digital communication by conducting two independent studies comprised of 116 and 188 employees. Results indicated that the positive effect of LMX on voice was mediated by employee engagement. Analyzing the moderation effects of the degree of digital communication, we found that the degree of digital communication attenuated the increase in employee engagement associated with LMX. We contribute to the literature on LMX and employee engagement by showing that while voice behaviors are reduced via the increased use of digital communication in the workplace, leaders can leverage digital communications to engage employees with lower LMX.
6
Ekhsan, Muhamad, Yuan Badrianto, and Suwandi Suwandi. "Digital Talent on Employee Retention: the Role of Employee Engagement as Mediation." Journal of Law and Sustainable Development 11, no. 10 (October 30, 2023): e1121. http://dx.doi.org/10.55908/sdgs.v11i10.1121.
Повний текст джерелаАнотація:
Objective: This study aims to determine and analyze the effect between the variables of Digital Talent on Employee retention, the effect of Employee Engangement on Employee Retention, the effect of Digital Talent on Employee Engangement and the effect of Digital Talent on Employee Retention mediated by Employee Engangement. Methods: The research was conducted using quantitative methods consisting of 3 variables, namely Digital Talent, Employee Retention and Employee Engangement. The population used is employees who work in the manufacturing sector in West Java province with a sample size of 170 respondents, the sampling technique used is probability sampling technique with random sampling method. Data collection is done through google form in filling out an online survey using a Likert scale of 1-5. Data analysis in this study used the help of the SmartPLS software program version 3.0. Results and Conclusion: The analysis explains that the higher the level of digital capabilities and skills possessed by employees, the more likely they are to stay with the company. Employees' engagement at work and their relationships with coworkers, management, and the company as a whole play an important role in linking digital talent with employee retention. Implications of the research: This research has broad implications, both in the practice of human resource management in companies and in social dynamics in the world of work. By understanding the relationship between Digital Talent, Employee Engagement, and Employee Retention, companies can improve employee retention, promote employee well-being, and foster the growth of a more digitized industry. Originality: This research brings novelty by focusing on digital talent in the manufacturing industry. This industry is traditionally known for its different work structures and varying levels of automation. In the face of the industrial revolution 4.0, manufacturing companies in West Java need to evaluate the impact of digital talent on their employee retention, having unique characteristics and challenges.
7
Chan, Ai Joo, Lai Wan Hooi, and Kwang Sing Ngui. "Do digital literacies matter in employee engagement in digitalised workplace?" Journal of Asia Business Studies 15, no. 3 (March 25, 2021): 523–40. http://dx.doi.org/10.1108/jabs-08-2020-0318.
Повний текст джерелаАнотація:
Purpose This study aims to understand the role of digital literacies as a moderator between employee engagement and its antecedents, namely, workplace digitalisation and innovative culture. Design/methodology/approach A total of 256 valid samples were used in the analysis. The respondents were individuals used as management-level executives in companies located in Selangor/Kuala Lumpur. The model was tested using structural equation modelling. Findings The findings reveal that there exists a significant association between employee engagement and its antecedents, namely, workplace digitalisation and innovative culture. Digital literacies are found to moderate the relationships between workplace digitalisation-employee engagement and innovative culture-employee engagement. Practical implications This paper provides new insight to the practitioners about the role of digital literacies in raising employee engagement in the digital workplace. Originality/value These findings enrich the literature on employee engagement, whereby, improving employee digital literacies strengthens employee acceptance to workplace digitalisation and benefit from the innovative culture to stay engaged.
8
Karimah, Syamilatul, and Isthofaina Astuty. "Pengaruh Self Eficacy terhadap Kinerja Karyawan dengan Employe Engagement sebagai Variabel Mediasi Studi pada CV. Jawara Digital Yogyakarta." Journal of Economics, Assets, and Evaluation 1, no. 2 (December 31, 2023): 1–19. http://dx.doi.org/10.47134/jeae.v1i2.101.
Повний текст джерелаАнотація:
Tujuan dari penelitian ini untuk mengetahui pengaruh “self-efficacy terhadap kinerja karyawan dengan employee engagement sebagai variabel mediasi pada CV. Jawara Digital Yogyakarta”. Dalam penelitian ini sampel berjumlah 89 responden yang dipilih dengan menggunakan sampel jenuh (sensu), yaitu seluruh anggota populasi dijadikan responden. Populasi dalam penelitian ini adalah karyawan tetap CV. Jawara Digital Yogyakarta. Teknik pengumpulan data dalam penelitian ini menggunakan kuesioner berbentuk Google Form. Penelitian ini diolah menggunakan analisis data dengan program SPSS versi 26. Hasil penelitian ini menunjukkan bahwa self-efficacy berpengaruh positif dan signifikan terhadap kinerja karyawan, self-efficacy berpengaruh positif dan signifikan terhadap employee engagement, employee engagement tidak berpengaruh positif dan tidak signifikan terhadap kinerja karyawan, employee engagement tidak memediasi self-efficacy terhadap kinerja karyawan.
The purpose of this research is to determine the influence of self-efficacy on employee performance with employee engagement as a mediating variable at CV. Jawara Digital Yogyakarta. In this study, a sample of 89 respondents was selected using saturation sampling, where all members of the population were included as respondents. The population in this study consists of permanent employees of CV. Jawara Digital Yogyakarta. Data collection in this research utilized a Google Form questionnaire. The data were analyzed using SPSS version 26. The results of this study indicate that self-efficacy has a positive and significant influence on employee performance, self-efficacy has a positive and significant influence on employee engagement, employee engagement does not have a positive and significant influence on employee performance, and employee engagement does not mediate the relationship between self-efficacy and employee performance.
9
Hima, Nadia, Djamel Benarous, Bilal Louail, and Walid Hamadi. "Enhancing employee engagement through digital HR practices: the mediating role of organizational trust in algerian universities." South Florida Journal of Development 6, no. 1 (January 28, 2025): e4942. https://doi.org/10.46932/sfjdv6n1-030.
Повний текст джерелаАнотація:
This study attempts to investigate the impact of virtual human resource practices on employee engagement, including the mediating role of organizational trust. Following the quantitative methodology, data were collected through a sample of 418 employees in several universities in Algeria. The hypotheses have been tested using SPSS and AMOS software. These have presented results which support the impact of using technology, virtual learning, and development and virtual employee self-service systems on the engagement of employees that are mediated by organizational trust. The practical implication here is that universities increase digital HR practices that reinforce organizational trust, as such practice increases employee engagement in an organization. This will add to the literature of analyses that correlate digital human resource practices and employee engagement within the higher education sector, laying emphasis on the role of trust as a mediating variable. This study is original in focusing on universities in Algeria, hence serving critical recommendations to decision-makers and human resource professionals for boosting employee engagement in these uncertain times of digital transformations.
10
Hizam, Sheikh Muhamad, Habiba Akter, Ilham Sentosa, Waqas Ahmed, Mohamad Noorman Masrek, and Jawad Ali. "Predicting Workforce Engagement towards Digital Transformation through a Multi-Analytical Approach." Sustainability 15, no. 8 (April 18, 2023): 6835. http://dx.doi.org/10.3390/su15086835.
Повний текст джерелаАнотація:
The shift towards sustainable and digital practices in organizations is transforming employees’ mindsets and work performance. The digital transformation in academia is leading to meaningful changes in the behaviors and responsibilities of non-academic employees within organizations toward sustainable and responsible practices. By expounding insights into these views through social exchange theory (SET), this study aims to examine the key predictors of employee engagement (EE); namely, knowledge sharing (KS), employee mobility (EM), training and development (TD), and psychological empowerment (PE) in a digital workplace scenario. A quantitative survey based on convenience sampling was conducted to validate the research framework through partial least squares structural equation modelling (PLS-SEM). Accordingly, 205 responses were collected from the non-academic staff of universities in Klang Valley, Malaysia. Data analysis results showed that all hypotheses were significantly accepted. The impact of the model variables on employee engagement in digital transformation was found to be 75%, with employee mobility and knowledge sharing being the most prominent factors. Multigroup analysis (MGA) and importance-performance map analysis (IPMA) were additional analytical tools applied to reinforce the survey findings further and provide more comprehensive insights into employee engagement across different departments within the organization. The findings also showed the robustness of social exchange theory in digital business practices. This research offers novel and innovative perspectives on the impact of various factors (KS, EM, TD, PE) on employee engagement during digital transformation and how they mold employee behavior toward driving productive and responsible outcomes.
Дисертації з теми "Digital employee engagement"
1
Aroian, Neenar, and Meero Garabedian. "The Effect of Digital Tools of Communication on Employee Engagement." Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-48584.
Повний текст джерела
2
Kumar, Anaya. "IT identity and employee advocacy platforms use : a mixed-method approach." Electronic Thesis or Diss., université Paris-Saclay, 2024. https://www.biblio.univ-evry.fr/theses/2024/interne/2024UPASI013.pdf.
Повний текст джерелаАнотація:
Ces dernières années, nous observons un passage des lieux de travail physiques vers des environnements hybrides et à distance, entraînant l'adoption d'environnements numériques de travail (Malhotra, 2021). Bien que ces derniers augmentent la productivité, ils présentent des défis tels que la déconnexion et le désengagement des employés (Harter, 2023). Pour y remédier, les organisations tentent de renforcer l'identification organisationnelle et l'engagement en utilisant des plateformes numériques centrées sur les employés. Étant donné le rôle crucial de l'identité dans la promotion de l'engagement et de la performance, cette thèse examine le phénomène de l'identité numérique, qui se réfère à l'identification de soi avec des outils numériques (i.e. IT identity, ITID) (Carter, 2020).Notre étude se focalise sur comment l'utilisation par les employés d'une plateforme numérique de valorisation de la marque employeur par les salariés (Employee Advocacy, EA), qui permet aux employés de défendre, soutenir ou recommander leur organisation à leurs réseaux, est influencée par leurs perceptions de l'ITID. L'EA favorise la ré-identification avec l'organisation et peut exploiter la crédibilité des employés afin d'améliorer la réputation de la marque, d'étendre sa portée et de stimuler la croissance de l'entreprise (Silbermann, 2021). La littérature de l'EA couvre sa définition et son objectif, mais peu d'études, notamment dans le domaine des systèmes d'information (SI), ont examiné comment l'ITID pourrait impacter l'utilisation des plateformes facilitant les programmes d'EA. Cette thèse comble cette lacune en théorisant les antécédents et les conséquences de l'ITID dans le contexte de l'utilisation des plateformes d'EA à travers deux essais.Le premier essai étudie l'existence de l'ITID au sein des plateformes d'EA et s'appuie sur la théorie de l'ITID ainsi que sur les littératures de l'utilisation continue et de l'acceptation des SI pour théoriser deux antécédents de l'expérience utilisateur (fonctionnelles et émotionnelles) de l'ITID. Le deuxième essai utilise la théorie de l'ITID et la perspective des besoins et affordances pour théoriser comment l'ITID influence les résultats clés des plateformes d'EA, en conceptualisant l'engagement numérique des employés (DEE), qui inclut la promotion numérique des employés (Digital Employee Avocacy, DEA) et la connectivité numérique des employés (Digital Employee Connectedness, DEC). Les deux essais adoptent une approche mixte séquentielle, en commençant par une étude quantitative suivie d'une étude qualitative. La première étude de chaque essai utilise les avis des employés sur les plateformes d'EA comme données (N=1360) pour tester les modèles théoriques, tandis que la deuxième étude de chaque essai repose sur des entretiens semi-structurés réalisés auprès d'experts (N=12) afin de valider et d'identifier les conditions limites à nos modèles.Les résultats confirment notre modèle théorique dans le premier essai, mais, ceci est modéré par des facteurs tels que l'identité de rôle, l'auto-efficacité en matière de médias sociaux et la mise en place structurée de la plateforme. Les résultats du deuxième essai confirment également notre modèle. Toutefois, nous proposons que ces relations soient modérées par des conditions limites telles que le renforcement de la gestion du changement, les leaders proactifs et l'image de l'organisation. En particulier, les essais améliorent notre compréhension de l'ITID dans l'utilisation des technologies numériques de travail et soulignent son importance dans la réalisation à la fois des résultats sociaux de DEC et des instrumentaux de DEA. Les résultats offrent également des perspectives pratiques aux organisations cherchant à mettre en œuvre et à optimiser les plateformes d'EA afin de renforcer l'engagement numérique des employés via l'introduction des espaces numériques de travailIn recent years, we see a shift from traditional physical workplaces to hybrid and remote environments, leading to the adoption of digital workplaces (Malhotra, 2021). Despite their instrumental value such as increased employee productivity, digital workplaces present challenges including employee disconnection and disengagement (Qin & Men, 2022). To address this, organizations attempt to strengthen organizational identification and engagement using people-centric digital workplace platforms. Given the critical role of identity in fostering engagement and performance, in this thesis we examine the phenomenon of IT identity, which refers to positive self-identification with information technology (ITID) (Carter, 2020).Our study examines how employees' use of a digital workplace platform called Employee Advocacy (EA) platform- which enables employees to defend, support, or recommend their organization to their networks- is influenced by the their ITID perceptions. EA fosters re-identification with the organization and is increasingly recognized for its ability to leverage employees' credibility to enhance brand reputation, extend reach, and drive business growth (Silbermann, 2021). While the literature on EA covers its definition and purpose, few studies—especially within Information Systems (IS)—have examined how ITID might impact platform use that facilitate EA programs. This thesis addresses that gap by theorizing the antecedents and outcomes of ITID for the EA platform use context. We do this via two essays.The first essay examines the existence of ITID within EA platforms and leverages ITID theory and IS continuous use and acceptance literature to theorize the two user experience antecedents (functional and emotional) of ITID. The second essay also leverages ITID theory and needs-affordances features perspective to theorize how ITID influences key outcomes of EA platforms- conceptualizing digital employee engagement (DEE), which includes digital employee advocacy (DEA) and digital employee connectedness (DEC). Both essays use a sequential mixed-method approach, starting with a quantitative study followed by a qualitative study. The first study within both essays uses employee reviews of EA platforms as its data (N=1360) to test the theoretical models, while the second study within both essays uses semi-structured interview data obtained from experts of EA platform (N=12) to provide validation and identify boundary conditions to our theorized models.The findings confirm our theorized model in essay one, however, it is moderated by factors such as role identity, social media self-efficacy, and structured platform launch. The results of the second essay also confirm our model. However, we propose that these relationships are moderated by boundary conditions such as change management reinforcement, proactive leaders, organization image. In particular, the essays advance our understanding of IT identity when using digital workplace technologies and its relevance in achieving both humanistic outcomes of digital employee connectedness and instrumental goals of digital employee advocacy. The findings also offer several practical insights for organizations seeking to implement and optimize EA platforms to enhance digital employee engagement through the introduction of the digital workplace
3
Anderson, Elena. "Convergence of andragogy and e-learning to facilitate employee engagement in the workplace learning." Thesis, Queensland University of Technology, 2021. https://eprints.qut.edu.au/214045/1/Elena_Anderson_Thesis.pdf.
Повний текст джерелаАнотація:
Workplace learning presents a range of challenges imposed by a lack of understanding of how to engage a mature aged workforce in e-learning practices. Noteworthy, there is potential for andragogic principles to facilitate engagement in workplace e-learning. Therefore this study seeks to investigate how to engage a mid-career workforce through theory-driven convergence of andragogy and e-learning.
This study found that engagement is highly dependent on ‘e-learning readiness’ by both employees and organisations. Also, despite being mature mid-career workers, age characteristics were not considered a barrier to being e-ready; however, educational level and cultural background appeared to be key challenges.
4
Rise, Johanna, and Lina Bomke. "Stig ombord på det digitala skeppet - Hur påverkas organisationssocialiseringen av en digital onboardingprocess?" Thesis, Malmö universitet, Fakulteten för teknik och samhälle (TS), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-44519.
Повний текст джерелаАнотація:
Vid varje nyanställning sker en introduktion för nyanställda, en så kallad onboarding. Onboardingprocessen är en viktig process som, om den genomförs korrekt, kan generera att nyanställda lättare förstår sin roll, får ökad motivation till dagligt arbete och känner en högre lojalitet till sina medarbetare. En effektiv onboardingprocess kan leda till en rad olika fördelar, bland annat ökad lönsamhet för företag. På grund av covid-19 har dessa processer behövts genomföras digitalt på distans. Denna studie undersöker fenomenet onboardingprocess och jämför den digitala onboardingprocessen med den fysiska onboardingprocessen. Syftet är att ta reda på vilka skillnader det finns i de två olika processerna och bidra med förståelse för vilka verktyg och kommunikationskanaler som med fördel kan användas. För att undersöka detta genomfördes sju semi-strukturerade intervjuer och en webbenkät. För att undersöka hur processen ser ut och struktureras upp genomfördes intervjuer med de som genomför onboardingen. För att vidare mäta uppfattningar från de som genomgår onboarding delades en webb-enkät. Insamlad data analyserades sedan med hjälp av en tematisk analys för den data som var kvalitativ och sambandsanalys för den data som var kvantitativ. Resultatet visade att strukturen i de olika onboardingprocesserna inte skiljde sig mycket. Däremot upptäcktes det att flera delar, såsom organisationssocialisering, var svårare att uppnå i den digitala onboardingprocessen. Det visade sig även att både för digitala onboardingprocesser samt för fysiska onboardingprocesser är handledning i form av bland annat mentorskap ett önskvärt och positivt verktyg för nyanställda. Dessa delar resoneras kring i diskussionen där både fördelar och nackdelar tas upp om samma teman. Detta gav slutsatsen om att de största bristerna vid den digitala onboardingprocessen på distans låg vid bristande verktyg som inte lyckas generera tillräckligt bra socialisering och tillhörighet för nyanställda. Med hjälp av teori och empiri ges förslag på hur företag kan tänka för att kunna förbättra deras onboardingprocesser. Det finns dock fler utvecklingsmöjligheter som tas upp i förslag till vidare forskning, där denna uppsats kan ligga som grund för undersökningsämnen.At each new employment, there is an introduction for new employees, a so-called onboarding. The onboarding process is an important process which, if carried out correctly, can generate that new employees more easily understand their role, gain increased motivation for daily work and feel a higher loyalty to their employees. An efficient onboarding process can lead to a number of different benefits, including increased profitability for companies. Due to covid-19, these processes have had to be carried out digitally remotely. This study examines the phenomenon of the onboarding process and compares the digital onboarding process with the physical onboarding process. The purpose was to discover what differences there are in the two processes and contribute with an understanding of which tools and communication channels can be used to its advantage. To examine this, seven semi-structured interviews and an online survey were conducted. To investigate how the process is structured, interviews were conducted with those who carry out the onboarding. To further measure perceptions from those who undergo onboarding, a web survey was shared. Collected data were further analyzed using a thematic analysis and a correlation analysis. The results showed that the structure of the different onboarding processes did not differ much. However, it was discovered that several elements, such as organizational socialization, were more difficult to achieve in the digital onboarding process. It also turned out that supervision in the form of mentorship is a desirable and positive tool for new employees, both for digital onboarding processes and for physical onboarding processes. These parts are discussed in the discussion where both advantages and disadvantages are addressed on the same themes. The conclusion of the study was that the biggest shortcomings of the digital onboarding process were the lack of tools that do not succeed in generating good enough socialization and a sense of belonging for new employees. With the help of theory and empirical data, suggestions are given on how companies can think in order to improve their onboarding processes. However, there are more development opportunities that are addressed in proposals for further research, where this thesis can be the basis for research topics.
5
Holdar, Annika, and Frida Yngve. "Den digitala resan i tid och rum : En studie av Uppsalahems arbete för att uppnå en framgångsrik digitalisering." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-446059.
Повний текст джерелаАнотація:
Syftet med denna studie är att undersöka vilka faktorer som är avgörande för att en organisation ska kunna genomgå en framgångsrik digitalisering, samt hur dessa faktorer relaterar till varandra. Detta för att på så sätt, ur ett medarbetar- och chefsperspektiv, öka förståelsen för vad som bidrar till en framgångsrik digitalisering. Studien har ämnat besvara syftet och frågeställningen med hjälp av sociomaterialitetsteorin. Studien baseras på en tvärvetenskaplig metod, där empirin har samlats in via semistrukturerade intervjuer och en enkät på det kommunala bostadsbolaget Uppsalahem. Resultatet visar på att ett flertal faktorer kan påverka organisationens möjligheter till en framgångsrik digitalisering: individens målbild; motivation till att arbeta för organisationens gemensamma mål; utbildning i digitala lösningar; möjlighet för anställda att komma med förslag; grad av engagemang bland anställda; digital mognad hos anställda; anställdas inställning till digitala lösningar; kollegors inställning till digitala lösningar; målgruppsbaserad kommunikation; resursfördelning; chefernas resurstillgång för att stötta. Vidare indikerar resultatet på att ett flertal av dessa faktorer relaterar till varandra. Genom att undersöka vilka faktorer, samt dess relationer, som inverkar på organisationens möjligheter att bedriva en framgångsrik digitalisering, har studien bidragit en ökad förståelse för hur ett digitaliseringarbete kan bedrivas för att inkludera alla anställda inom ett bolag - även de som inte har digitala lösningar som primärt arbetsverktyg. Resultatet tyder på att det finns ett flertal faktorer som bör beaktas för att en organisation ska nå en framgångsrik digitalisering.The purpose of this study is to examine which factors that are crucial for an organization to go through a successful digitalization, and how these factors relate, to increase the understanding of what contributes to a successful digitalization. The study aims to answer the purpose and the research question with a theoretical perspective of sociomateriality. An interdisciplinary method forms the basis of this study. The empirical data has been collected via semi-structured interviews and a survey at the municipal landlord Uppsalahem. The results indicated that several factors could influence an organization's possibilities to reach a successful digitalization: goals, the motivation to work for the organizations common goals, training in digital solutions, the opportunity to makes suggestions, degree of employee engagement, uneven digital maturity among employees, employees' attitude towards digital solutions; communication bases on target-groups; resource allocation; managers' access to resources to support. Further, the results indicate that several of these factors relate. By examining the factors and the relationships that affect the organization's ability to conduct a successful digitization. The study also contributed to a better understanding of how digitalization can be conducted to include all members of the organization - even those who do not have digital solutions as their primary work tool. The results indicate that there are several factors that should be considered by the organization to accomplish a successful digitalization.
6
Fors, Emelie, and Evelina Lundberg. "Do as I do! : A single case study investigating leadership within a successful e-commerce company with a Customer Experience focus." Thesis, Linnéuniversitetet, Institutionen för marknadsföring (MF), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-105523.
Повний текст джерелаАнотація:
The digitised world of today has led to the development of new organisational structures within companies, resulting in new leadership styles in digital firms. Furthermore, customers’ demand is constantly increasing, which results in the importance of delivering an experience to the customers to stay competitive in the market. Therefore, the purpose of this thesis is to investigate how leadership is applied in a successful e-commerce company with a Customer Experience focus. This thesis is conducted throughout a qualitative single case study of a successful e-commerce company focusing on customer experience(s). The empirical findings have been obtained through semi-structured interviews, which further have been analysed together with the given theories to gain an in-depth understanding to answer the research question (1) How does leadership manifest itself in an e-commerce company? Furthermore, the sub-question (a) Which leadership styles can be identified within the e-commerce company. The conclusion of this thesis presents the importance of having leadership connected to the corporate culture. This includes considering the culture in all decisions within the company and that leaders and employees live by the company’s values. This thesis presents leaders within the case company applying several attributes of different leadership styles. However, the primary leadership style that has been identified throughout all leaders is transformational leadership, including being a digital leader.
7
Ruddy, Nadine. "The impact of work engagement and work dedication on digital burnout among highly educated employees within the research industry." Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/65601.
Повний текст джерелаАнотація:
Working environments have seen a radical transformation, from office bound working hours to flexible working hours and remote locations. Being connected and contactable only during working hours and at the office has become a thing of the past and a double-edged sword. While employees in high pressured client service working environments rely on their digital devices in an attempt to gain a competitive edge, it is this constant connectivity causing exasperated exhaustion levels. The overuse of digital devices to access emails and workrelated documents results in little “down time”, causing stress and anxiety for employees. This state of exhaustion coupled with burnout has brought about the phenomenon, digital burnout. Digital burnout sufferers are continuously tired and less productive as they struggle to focus on the task at hand while continuously multitasking. Left feeling demotivated, these individuals commonly associate their work with negative emotions. Thus, the study aimed to assess the impact of work engagement and work addiction on digital burnout. A sequential explanatory mixed methods design was utilised which yielded a final sample of 69 quantitative and six qualitative interviews with highly educated research employees. The results revealed intensified levels of exhaustion and absorption. Further, the results identified signs of over-engagement, leaning more towards work addiction than positive work engagement. These findings coupled with the augmented use of their digital devices and long working hours poses a risk of digital burnout. Further research on digital burnout is required, with a focus on a longitudinal study is proposed for future research.Mini Dissertation (MA)--University of Pretoria, 2017.
Psychology
MA
Unrestricted
8
Lisova, Olena. "Business plan: Digital workplace solution for business management and employee engagement." Master's thesis, 2020. http://hdl.handle.net/10071/21938.
Повний текст джерелаАнотація:
The digital transformation has been changing industries and the way we work completely. Data and
information have become more and more valuable in today’s world, as they help firms to make better
strategic and operational decisions. Moreover, digitization has brought to organizations an easier access
to data through digital tools.
With the increasing demand for solutions that help manage business data easily, as well as to
manage people and processes within the firm, the business software market has been growing with a
wide variety of different tools. Nonetheless, the market started to demand to have a single solution for
flexible and efficient management, without wasting time of constantly switching tools and duplicating
information from one tool to another.
Furthermore, firms constantly work towards achieving a competitive advantage. Hence, the
employee engagement and satisfaction has become a relevant strategic topic in recent years, as studies
suggest that engaged employees bring better commitment and results to the organization.
With the growing potential of digital tools, the digital workplace has become a reality and had
grown since, but the perspective to improve employee engagement within the digital organization is still
an aspect to improve. In this context, this thesis presents the business plan for a new proposed digital
workplace solution that aims to improve the business management and employee engagement within
the firm.A transformação digital tem mudado completamente os setores e a forma como trabalhamos. Os dados e a informação tornaram-se cada vez mais valiosos, pois ajudam as empresas a tomar melhores decisões estratégicas e operacionais. Além disso, a digitalização trouxe um acesso mais facilitado aos dados por meio de ferramentas digitais. Com a crescente procura por soluções que ajudem a gerir esses dados, bem como gerir pessoas e processos dentro da empresa, o mercado da indústria de software de gestão de negócios tem crescido com uma vasta variedade de ferramentas diferentes. Contudo, o mercado necessita de uma solução única de gestão ágil e eficiente, que não leve os gestores a perder tempo com a troca constante de ferramentas nem com a duplicação da informação de uma ferramenta para a outra. Além disso, as empresas trabalham constantemente para obter vantagem competitiva. Dessa forma, o envolvimento e a satisfação dos colaboradores tornou-se num tema estratégico relevante nos últimos anos, pois estudos sugerem que colaboradores com elevado envolvimento se sentem mais comprometidos com os objetivos e resultados da organização. Com o potencial crescente das ferramentas digitais, o trabalho digital nos postos de trabalho tornouse uma realidade e tem estado a crescer, mas a perspetiva de melhorar o envolvimento dos colaboradores dentro do meio digital da organização, ainda é um aspeto a ser melhorado. Neste contexto, esta dissertação apresenta o plano de negócios para uma solução de trabalho digital, que visa melhorar a gestão empresarial e o envolvimento dos colaboradores para com a empresa.
9
Ziehrock, Cassian Jonas Eckert. "Consulting Project : communication plan for the Fashion Studio Agency." Master's thesis, 2020. http://hdl.handle.net/10400.14/31194.
Повний текст джерелаАнотація:
The Fashion industry has become a growing sector for the Portuguese economy. The Associação Téxtil e Vestuário de Portugal announced to become the world leader in textile and fashion industry for niche markets until 2030. This affects the demand for the fashion agency market. However, the fashion agency market is highly competitive and agencies use digital communication to reach out to their clients.
The Fashion Studio company differentiates themselves from other competitors through their film production (broadcasting) department, fashion school and consultant work for makeup/hairstyling. Moreover, the agency consisting of five freelancers and two employees with Fashion Studio contracts, presents an internal communication challenge for daily operations.
This dissertation aims to elaborate an internal and external communication plan and underlying recommendations for the agency. To address the internal communication challenges six in-depth interviews were conducted. Recommendations are presented to the client and the implementation ensures to build an efficient team that works closely together. For the external communication plan, the PASTA-method was identified as more suitable for this project and provided the structure for the development of the digital communication strategy. Towards the process a competitor analysis was conducted to receive information about digital communication performances. The result is that Fashion Studios website and social media performance has to improve in order to increase its brand awareness.A indústria da Moda tem-se tornado um sector em crescimento na economia portuguesa. A Associação Têxtil e Vestuário de Portugal anunciou que se irá tornar líder mundial na indústria têxtil e de moda em nichos de mercado até 2030. Isto afeta a procura de mercado das agências de moda. Porém, o mercado das agências de moda é altamente competitivo e as agências utilizam a comunicação digital para chegar aos seus clientes. A empresa Fashion Studio diferencia-se dos outros concorrentes através do seu departamento de produção cinematográfica (difusão), escola de moda e trabalho de consultoria de maquilhagem/hairstyling. Adicionalmente, a agência é constituída por cinco freelancers e dois colaboradores com contratos de Fashion Studio, o que representa um desafio de comunicação interna nas operações diárias. Esta dissertação visa a elaboração de um plano de comunicação interna e externa e recomendações subjacentes à agência. Para responder aos desafios da comunicação interna, foram realizadas seis entrevistas em profundidade. Os resultados são três recomendações principais e a implementação assegura a construção de uma equipa eficiente que trabalha em estreita colaboração. Para o plano de comunicação externa, o método PASTA foi identificado como o mais adequado para este projeto e forneceu a estrutura para a execução de uma estratégia de comunicação digital. Para o processo, foi realizada uma análise da concorrência para receber informações sobre os desempenhos da comunicação digital. O resultado é que o website e o desempenho das redes sociais da Fashion Studio têm de melhorar de forma a aumentar a notoriedade da marca.
Книги з теми "Digital employee engagement"
1
World of workcraft: Rediscovering motivation and engagement in the digital workplace. 2015.
Знайти повний текст джерела
2
Owen, Diana. New Media and Political Campaigns. Edited by Kate Kenski and Kathleen Hall Jamieson. Oxford University Press, 2014. http://dx.doi.org/10.1093/oxfordhb/9780199793471.013.016.
Повний текст джерелаАнотація:
New media have been playing an increasingly central role in American elections since they first appeared in 1992. While television remains the main source of election information for a majority of voters, digital communication platforms have become prominent. New media have triggered changes in the campaign strategies of political parties, candidates, and political organizations; reshaped election media coverage; and influenced voter engagement. This chapter examines the stages in the development of new media in elections from the use of rudimentary websites to the rise sophisticated social media. It discusses the ways in which new media differ from traditional media in terms of their form, function, and content; identifies the audiences for new election media; and examines the effects on voter interest, knowledge, engagement, and turnout. Going forward, scholars need to employ creative research methodologies to catalogue and analyze new campaign media as they emerge and develop.
3
Owen, Diana. New Media and Political Campaigns. Edited by Kate Kenski and Kathleen Hall Jamieson. Oxford University Press, 2014. http://dx.doi.org/10.1093/oxfordhb/9780199793471.013.016_update_001.
Повний текст джерелаАнотація:
New media have been playing an increasingly central role in American elections since they first appeared in 1992. While television remains the main source of election information for a majority of voters, digital communication platforms have become prominent. New media have triggered changes in the campaign strategies of political parties, candidates, and political organizations; reshaped election media coverage; and influenced voter engagement. This chapter examines the stages in the development of new media in elections from the use of rudimentary websites to the rise sophisticated social media. It discusses the ways in which new media differ from traditional media in terms of their form, function, and content; identifies the audiences for new election media; and examines the effects on voter interest, knowledge, engagement, and turnout. Going forward, scholars need to employ creative research methodologies to catalogue and analyze new campaign media as they emerge and develop.
4
Spiers, Emily. Pop-Feminist Narratives. Oxford University Press, 2018. http://dx.doi.org/10.1093/oso/9780198820871.001.0001.
Повний текст джерелаАнотація:
Emily Spiers explores the recent phenomenon of ‘pop-feminism’ and pop-feminist writing across North America, Britain, and Germany. Pop-feminism is characterized by its engagement with popular culture and consumerism; its preoccupation with sexuality and transgression in relation to female agency; and its thematization of intergenerational feminist discord, portrayed either as a damaging discursive construct or as a verifiable phenomenon requiring remediation. Central to this study is the question of theorizing the female subject in a postfeminist neoliberal climate and the role played by genre and narrative in the articulation of contemporary pop-feminist politics. The heightened visibility of mainstream feminist discourse and feminist activism in recent years—especially in North America, Britain, and Germany – means that the time is ripe for a coherent comparative scholarly study of pop-feminism as a transnational phenomenon. Pop-Feminist Narratives constitutes the first attempt to provide such an account of pop-feminism in a manner which takes into account the varied and complex narrative strategies employed in the telling of pop-feminist stories across multiple genres and platforms, including literary fiction, the popular ‘guide’ to feminism, film, music, and the digital.
5
Hachad, Naïma. Revisionary Narratives. Liverpool University Press, 2019. http://dx.doi.org/10.3828/liverpool/9781789620221.001.0001.
Повний текст джерелаАнотація:
Revisionary Narratives examines the historical and formal evolutions of Moroccan women’s auto/biography in the last four decades, particularly its conflation with testimony and its expansion beyond literary texts. It analyzes auto/biographical and testimonial acts in Arabic, colloquial Moroccan Darija, French, and English in the fields of prison narratives, visual arts, theater performance, and digital media, situating them within specific sociopolitical and cultural contexts of production and consumption. Part One begins by tracing the rise of a feminist consciousness in prison narratives produced and/or published in the late 1970s through the 2000s. Part Two moves to analyzing the ubiquity of auto/biography and testimony in the arts as well as contemporary sociopolitical activism. The focus throughout the various case studies is women’s engagement with patriarchal and (neo)imperial norms and practices as they relate to their experiences of political violence, activism, migration, and displacement. To understand why and how women collapse the boundaries between autobiography, biography, testimony, and sociopolitical commentary, the book employs a broad, transdisciplinary, montage approach that combines theories on gender and autobiography and takes into account postcolonial, postmodern, transnational, transglobal and translocal perspectives.
Частини книг з теми "Digital employee engagement"
1
Vielledent, Marc, and Chase Spears. "Leading Institutional Change through Digital Communication: A Case Study on the Launch of the U.S. Army Combat Fitness Test." In Internal Communication and Employee Engagement, 45–62. London: Routledge, 2023. http://dx.doi.org/10.4324/9781003195580-5.
Повний текст джерела
2
Ludike, John. "Digital Employee Experience Engagement Paradox: Futureproofing Retention Practice." In Psychology of Retention, 55–73. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-98920-4_3.
Повний текст джерела
3
Gasparovich, E. O., E. V. Uskova, and E. V. Dongauzer. "The Impact of Digitalization on Employee Engagement." In Digital Economy and the New Labor Market: Jobs, Competences and Innovative HR Technologies, 143–50. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-60926-9_20.
Повний текст джерела
4
Piramanayagam, Senthilkumaran, and Partho Sea. "Leader’s Positive Humour and Employee Turnover Intention—Role of Employee Engagement and Job Satisfaction as Mediators." In Digital Economy Post COVID-19 Era, 683–94. Singapore: Springer Nature Singapore, 2023. http://dx.doi.org/10.1007/978-981-99-0197-5_43.
Повний текст джерела
5
Jayalakshmi, K., and N. Jayanthi. "AI-Powered HR: Enhancing Employee Experience and Engagement." In Proceedings of the International Conference on Digital Transformation in Business: Navigating the New Frontiers Beyond Boundaries (DTBNNF 2024), 281–94. Dordrecht: Atlantis Press International BV, 2024. http://dx.doi.org/10.2991/978-94-6463-433-4_20.
Повний текст джерела
6
Stofberg, Lize, Arien Strasheim, and Eileen Koekemoer. "Digitalisation in the Workplace: The Role of Technology on Employee Engagement and Creativity Teams." In Agile Coping in the Digital Workplace, 231–57. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-70228-1_12.
Повний текст джерела
7
Oruh, Emeka Smart, Arthur Egwuonwu, Ambrose Egwuonwu, and Chinwe Ebere Nwosu. "Digital Human Resource and Employee Wellbeing: A Case for Responsible Digital Work Engagement in Nigeria." In HRM 5.0, 113–39. Cham: Springer Nature Switzerland, 2024. http://dx.doi.org/10.1007/978-3-031-58912-6_6.
Повний текст джерела
8
Saranya, J., and A. Anbu. "Role of Employee Engagement Mediating Employee Branding and Organizational Commitment and Its Impact on It Industry." In Proceedings of the International Conference on Digital Transformation in Business: Navigating the New Frontiers Beyond Boundaries (DTBNNF 2024), 227–43. Dordrecht: Atlantis Press International BV, 2024. http://dx.doi.org/10.2991/978-94-6463-433-4_17.
Повний текст джерела
9
Rusdiyanto, Johny. "The Effect of a Toxic Work Environment on Employee Engagement in the Digital Era and Society 5.0." In Proceedings of the 19th International Symposium on Management (INSYMA 2022), 550–54. Dordrecht: Atlantis Press International BV, 2022. http://dx.doi.org/10.2991/978-94-6463-008-4_69.
Повний текст джерелаАнотація:
AbstractPeople’s lives have undergone a radical transformation as a result of the Industrial Revolution 4.0, and this concept is known as Society 5.0. The concept refers to a revolution in society that incorporates human and humanities aspects into its use of technology. Digitalization in some sectors has begun, utilizing big data, robotics, artificial intelligence, automation and machine learning, among other technologies. Toxic working conditions are those in which people are treated cruelly and violently, and this puts their health and safety at risk. Toxic work environments are more likely to develop in organizations that rely on technology more heavily. Small and medium-sized businesses (SMEs) are increasingly relying on work engagement, that also defines the level of commitment shown by employees to their work and organization. Toxic work environments (TWEs) have been shown to have an impact on employee engagement (EE). Data were collected from 301 employees of a socioeconomic firm in Surabaya, Indonesia, using a quantitative research approach. We used structural equation modeling with partial least squares to approximate the possible relationships in the research model.
10
Rajagopal, S., and J. Sridevi. "The Power of Employee Engagement: Unlocking the Full Potential of workforce – In Electronic Industry of Tamil Nadu." In Proceedings of the International Conference on Digital Transformation in Business: Navigating the New Frontiers Beyond Boundaries (DTBNNF 2024), 167–80. Dordrecht: Atlantis Press International BV, 2024. http://dx.doi.org/10.2991/978-94-6463-433-4_13.
Повний текст джерелаТези доповідей конференцій з теми "Digital employee engagement"
1
Golubtsova, E. V., та Yu N. Zhukova. "Меthods of Employee Engagement in A Digital Economy". У Proceedings of the International Scientific and Practical Conference on Digital Economy (ISCDE 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/iscde-19.2019.53.
Повний текст джерела
2
Akhmetshin, Elvir M., Irina A. Ilyina, Valeriia V. Kulibanova, and Tatiana R. Teor. "“Employee Engagement” Management Facilitates the Recovery from Crisis Situations." In 2019 Communication Strategies in Digital Society Workshop (ComSDS). IEEE, 2019. http://dx.doi.org/10.1109/comsds.2019.8709645.
Повний текст джерела
3
Maharani, Anita, Joan Yeremia Sualang, Pradita Billy Pramono, and William Lucky Kartim. "Prior to Corporate Transformation Readiness: A Case of Digital Capability, Employee Engagement, and Employee Productivity." In 3rd African International Conference on Industrial Engineering and Operations Management. Michigan, USA: IEOM Society International, 2022. http://dx.doi.org/10.46254/af03.20220255.
Повний текст джерела
4
Arsenijević, Olja, and Polona Šprajc. "The Impact of Job Insecurity on Employee Attitudes." In Organizations at Innovation and Digital Transformation Roundabout: Conference Proceedings. University of Maribor Press, 2020. http://dx.doi.org/10.18690/978-961-286-388-3.3.
Повний текст джерелаАнотація:
The purpose of the article is a theoretical and empirical analysis of the job insecurity due its influence on the employee job attitudes. Design. The design of the study was longitudinal. The empirical results were collected in 2018–2019. The empirical basis of the research is the separate structural department of the bank. The organization has realized downsizing project during the collection of empirical data. It has made possible to analyze the job satisfaction and work engagement before, during and after the downsizing project. The measures used in the present study are: 1) the “Utrecht Work Engagement Scale”; 2) “Brief Job Satisfaction Measure; 3) “The Job Insecurity Scale”. An empirical analysis of the dynamics of job attitudes in the groups differ in age and gender has found out a short-term motivating effect of the threat of job loss. The motivating effect of the threat of job loss is lost during six months. The most significance motivating effect was wound out in within the group of ordinary employees in the senior category over 45 years. The threat of dismissal also has the greatest impact on the behavior change of that part of the staff that is most susceptible to experiencing job insecurity. The employees who perceived the job insecurity are more satisfied with their work and value it more highly.
5
De Moraes, Caroline, Paulo Da Cunha, and Isabel Ramos. "Designing digital workplaces for employee engagement: Practical guidelines from a systematic literature review." In Hawaii International Conference on System Sciences. Hawaii International Conference on System Sciences, 2022. http://dx.doi.org/10.24251/hicss.2022.769.
Повний текст джерела
6
Saputra, Nopriadi. "Digital Quotient as Mediator in the Link of Leadership Agility to Employee Engagement of Digital Generation." In 2023 8th International Conference on Business and Industrial Research (ICBIR). IEEE, 2023. http://dx.doi.org/10.1109/icbir57571.2023.10147472.
Повний текст джерела
7
Bandara, D. W. J. W., K. A. T. O. Ranadewa, A. Parameswaran, B. A. I. Eranga, and A. Nawarathna. "Lean iceberg model to minimise barriers for digital twin implementation: Sri Lankan construction industry perspective." In World Construction Symposium - 2023. Ceylon Institute of Builders - Sri Lanka, 2023. http://dx.doi.org/10.31705/wcs.2023.55.
Повний текст джерелаАнотація:
Digital twin technology holds immense potential for the construction industry in developing countries, while providing numerous benefits. Yet, financial, cultural, infrastructural and technological barriers hinder the implementation of digital twin. Researchers have emphasised the importance of considering both visible and invisible barriers of digital twin implementation. ‘Lean Iceberg Model’ (LIM) emphasises that most of the underlying barriers and problems in a project are invisible and unaddressed, and it is critical to solve these underlying issues to achieve effective implementation. The study aims to develop a LIM to minimise barriers for successful digital twin implementation in the Sri Lankan construction industry. This study adopts an interpretivism stance and employs a qualitative research approach. Semi-structured interviews were conducted with 15 experts chosen through purposive sampling. VBA script was employed to analyse the data. LIM highlights the unseen aspects such as leadership, commitment, employee engagement, and organisational strategy as crucial to the successful digital twin implementation. Thus, a comprehensive approach is required to contemplates the technical aspects with the organisation's overall strategy, employee engagement, and leadership commitment. Moreover, cultural values, norms, leadership, and social networks are also examined to determine their impact on digital twin implementation. A framework for minimising the barriers to the implementation of digital twins in the Sri Lankan construction industry using the LIM has been developed incorporating the findings, which will offer valuable insights for construction industry professionals and policymakers interested in implementing digital twin to improve construction project management.
8
Yaqoob, Shamrose, and Salman Khan. "Striving Toward Zero Harm: How the Roll-Out of a Digital Application Helped a Global Company Increase Employee Engagement and Improve EHS Performance." In ADIPEC. SPE, 2022. http://dx.doi.org/10.2118/210857-ms.
Повний текст джерелаАнотація:
Abstract This paper describes a simple and intuitive digital Environmental, Health & Safety (EHS) application designed to raise awareness of occupational health and safety and sustainably promote responsible worker behavior. The application (formally named "Zero Harm Engagement") was initially developed for use within the author's company's Middle East business hub. However, after seeing positive results in terms of both engagement and EHS performance locally, it was rolled out globally across the entire organization. In the six months after the application was launched, over 3,000 "zero harm" engagements were registered/recorded. Accidents and injury rates across the company were reduced by ~30%. The application was developed at virtually zero cost using Power Apps under the Microsoft 365 suite and did not require high-end software engineering resources/expertise. The paper will provide an in-depth look at the contents and functionality of the app and discuss the impact it has had on company EHS performance since being deployed.
9
Sudrajat, Darjat, Levina Nathasya, Hardijanto Saroso, Robertus Tang Herman, Dicky Hida Syahchari, and Diena Dwidienawati. "Enhancing Organizational Performance through Digital Employee Engagement during COVID-19 Pandemic: Empirical Evidence from Japan." In 2021 3rd International Conference on Cybernetics and Intelligent System (ICORIS). IEEE, 2021. http://dx.doi.org/10.1109/icoris52787.2021.9649549.
Повний текст джерела
10
George, Shaju, and Shaima Bajbair. "Human Resource Practices Leading to Employee Engagement During Digital Workplace Transformation: Evidence from Bahrain's Telecommunications Sector." In 2021 International Conference on Decision Aid Sciences and Application (DASA). IEEE, 2021. http://dx.doi.org/10.1109/dasa53625.2021.9682335.
Повний текст джерелаЗвіти організацій з теми "Digital employee engagement"
1
Seyoum, Asrat. Pathways to viability: Community radio in Ethiopia. FOJO media institute, Linnaeus University, May 2024. http://dx.doi.org/10.15626/fojo.i.202402.
Повний текст джерелаАнотація:
Ethiopia's community radio landscape, with over 50 licensed stations and approximately 35 broadcasting nationwide, serves as a vital information source in rural areas, broadcasting in over 20 local languages. Despite their significance, these stations face challenges in governance, financial sustainability, and program quality. The media viability assessment aimed to understand these challenges, prioritize them, and inform support activities. The assessment involved 35 managers and program heads from 25 community radio stations and employed online surveys, desktop research, and limited expert interviews. Factors were scored on a scale of 1 to 10 for their importance to station viability, with most receiving high scores. Governance, programming, financial sustainability, and technical issues were key focus areas. The analysis revealed a clear recognition among managers of the complex challenges they face, with factors related to local issue coverage receiving the highest average score. Recommendations include developing robust financial sustainability strategies, prioritizing audience engagement, enhancing board leadership, creating strategic plans, advocating for high-quality content, providing training in project management and media management, offering technical skills training, facilitating networking among managers, and prioritizing digital capacity-building.
2
Abera, Mikyas, Jean Claude Byungura, Raymond Ndikumana, Solomon Mekonnen Abebe, Pierre Celestin Bimenyimana, Rediet Gizaw, and Mustofa Worku Jemal. Implementing e-Learning in low-resourced university settings: A policy and institutional perspectives at the University of Gondar and University of Rwanda. Mary Lou Fulton Teachers College, December 2023. http://dx.doi.org/10.14507/mcf-eli.j11.
Повний текст джерелаАнотація:
The COVID-19 pandemic outbreak affected most universities, and it severely disrupted their face-to-face teaching and learning processes. The University of Gondar (UoG) and the University of Rwanda (UR) were no exceptions. Before the pandemic, E-learning was not an education norm in both institutions. Education was mainly face-to-face, inside a four-wall classroom experience. As COVID-19 restricted such experience, the two universities adopted a range of online platforms to support teaching, learning, and access to learning resources. Across the globe, E-learning solutions promise institutional resilience and innovative teaching and learning activities in tertiary education – but only if their development is embedded within enabling institutional culture, structure, policy, and processes. Against this backdrop, we designed a study to explore leadership and policy perspectives, institutional contexts, potentials/prospects, challenges, and best practices of educational digital solutions. In this exploratory study, we used accessibility and inclusivity as key motifs to frame discussions of results. We used a cross-sectional design and employed qualitative methods to collect data, i.e., document reviews, key informant interviews, and focus group discussions. We adopted a descriptive thematic analysis procedure to organize, analyze, and interpret the data. Overall, the results indicate that education leaders, faculty, and students were not equipped to smoothly transition from face-to-face learning to e-learning in the aftermath of the COVID-19 pandemic. Not only meeting technological requirements, the accelerated deployment of E-learning tools implied a change in pedagogy. We found that institutional policies were not designed to fully accommodate the change (except for some guidelines proposed during COVID-19). The lack of an e-learning strategy and resource limitations have hindered and continue to impact e-learning uptake in both institutions. We also found that poor internet connectivity, lack of tech devices and software, inadequate leadership commitment, power interruptions or outages, inadequate pedagogical training, low community perception, and poor administrative and technical skills are the challenges of the two institutions to effectively manage full-fledged e-learning programs. These challenges were usually amplified by the nature of national, local, and institutional contexts (e.g., a multi-campus, multi-college setting of UR and a war outbreak in northern Ethiopia). Noting that face-to-face education is still seen as premium, there is a need for a blended approach to e-learning and policies that would improve accessibility to and affordability of E-resources to diverse groups of staff and students. With varying degrees, we found that the two institutions are engaging in activities to promote e-learning. For instance, groups of e-learning Champions are advocating in both institutions for engagements in accelerated change efforts (be it on an e-learning platform, capacity building, access devices, and strategy). Both institutions have units that coordinate e-learning uptake and ensure its inclusivity. Both institutions could also benefit from increased governmental and development partners’ attention to the possibility and support of digital education. However, the issue of social equity and e-learning ecosystem management remains paramount in launching e-learning programs. In sum, we observed that e-learning is still in its nascent stages at both institutions although not at the same level. Their respective e-learning initiatives must integrate global best practices and specific local contexts and priorities. This requires that state and institutional leaders embrace and encourage co-creation, knowledge, and expertise sharing among institutions in low-resource and similar settings.