Role of Supervisor’s Communication in Employee Engagement & Employee Wellbeing
DOI:
https://doi.org/10.12725/ujbm.40.3Abstract
Communication is the base to the smooth functioning of organizations and which plays a vital role in maintaining and developing organizations. The growth of an organization is seen through workplace efficiency which is dependent on employee wellbeing. Employee wellbeing affects how employees think and feel about their job and organization in turn which would positively or negatively influence their attitude and performance. Supervisor’s communication can greatly influence the employee’s workplace efficiency. This paper focuses on analyzing the role of supervisor’s communication in employee wellbeing and employee engagement. It identifies the main factors that affect employee wellbeing in the organization. It is evident from the research that organizations need to focus on improving the supervisor’s communication which will enhance employee wellbeing and employee engagement and result into positive attitude and improved performance on the job.
References
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Femi, A. (2014). The Impact of Communication on Workers’ Performance in Selected Organisations in Lagos State, Nigeria. IOSR Journal of Humanities and Social Science, 19(8), pp.75-82.
Guest, D. (2002). Human Resource Management, Corporate Performance and Employee Wellbeing: Building the Worker into HRM. Journal of Industrial Relations, 44(3), pp.335-358.
Harris, C., Daniels, K. and Briner, R. (2003). A daily diary study of goals and affective well-being at work. Journal of Occupational and Organizational Psychology, 76(3), pp.401-410.
Harter, J. K., Schmidt, F. L., & Keyes, C. (2003). Well-being in the workplace and its relationship to business outcomes: A review of the studies. In C. Keyes, J. Haidt, & M. Seligman (Eds.), Flourishing: Positive psychology and the life well-lived pp. 205-224. Washington, DC: American Psychological Association.
Isen, A. M. (1987). Positive affect, cognitive processes, and social behavior. In L. Berkowitz (Ed.), Advances in experimental social psychology Vol. 20, pp. 203-253. San Diego, CA: Academic Press.
Kahn, W. (1990). Psychological Conditions of Personal Engagement and Disengagement at Work. Academy of Management Journal, 33(4), pp.692-724.
Kamdar, D. and Van Dyne, L. (2007). The joint effects of personality and workplace social exchange relationships in predicting task performance and citizenship performance. Journal of Applied Psychology, 92(5), pp.1286-1298.
Kompaso, S. and Sridevi, M. (2010). Employee Engagement: The Key to Improving Performance. International Journal of Business and Management, 5(12).
Lawson, K., Noblet, A. and Rodwell, J. (2009). Promoting employee wellbeing: the relevance of work characteristics and organizational justice. Health Promotion International, 24(3), pp.223-233.
Michael Bradley Shuck and Karen K. Wollard (2009), “A Historical Perspective of Employee Engagement: An Emerging Definition”, Proceedings of the Eighth Annual College of Education & GSN Research Conference (pp. 133-139)
Mininni, G., Manuti, A., Scardigno, R. and Rubino, R. (2010). Subjective Wellbeing between Organizational Bonds and Cultural Contaminations. World Futures, 66(6), pp.387-397.
Ryan, R. and Deci, E. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55(1), pp.68-78.
Wright, T., Cropanzano, R. and Bonett, D. (2007). The moderating role of employee positive wellbeing on the relation between job satisfaction and job performance. Journal of Occupational Health Psychology, 12(2), pp.93-104.
Bakker, A. (2015). Towards a multilevel approach of employee well-being. European Journal of Work and Organizational Psychology, 24(6), pp.839-843.
Biggio, G. and Cortese, C. (2013). Well-being in the workplace through interaction between individual characteristics and organizational context. International Journal of Qualitative Studies on Health and Well-being, 8(1), p.19823.
Burke, R. (1993). Organizational-level interventions to reduce occupational stressors. Work & Stress, 7(1), pp.77-87.
C.Elliot Ince, R. B. (April 2016). Leadership's Effects on Employee Wellbeing: Synthesizing The Qualitative Evidence. Workplace Review, 3-18.
Cable, D. and Judge, T. (1996). Person–Organization Fit, Job Choice Decisions, and Organizational Entry. Organizational Behavior and Human Decision Processes, 67(3), pp.294-311.
CHAN, W. a. (September 25). The importance of employee wellbeing. Business times, 14.
Csikszentmiha´lyi, M. (1997). Finding flow: The psychology of engagement with everyday life. New York, NY: Basic Books. French, J. R. P., Caplan, R. D., & Van Harrison, R. (1982). The mechanism of job stress and strain. New York, NY: Wiley.
Custers, R. and Aarts, H. (2005). Positive Affect as Implicit Motivator: On the Nonconscious Operation of Behavioral Goals. Journal of Personality and Social Psychology, 89(2), pp.129-142.
Di Nuovo, S., & Zanchi, S. (2008). Work well-being: A study on satisfaction and positive emotions in job. Giornale di Psicologia, 2(1-2), 7-18.
Elangovan, A. and Xie, J. (1999). Effects of perceived power of supervisor on subordinate stress and motivation: the moderating role of subordinate characteristics. Journal of Organizational Behavior, 20(3), pp.359-373.
Femi, A. (2014). The Impact of Communication on Workers’ Performance in Selected Organisations in Lagos State, Nigeria. IOSR Journal of Humanities and Social Science, 19(8), pp.75-82.
Guest, D. (2002). Human Resource Management, Corporate Performance and Employee Wellbeing: Building the Worker into HRM. Journal of Industrial Relations, 44(3), pp.335-358.
Harris, C., Daniels, K. and Briner, R. (2003). A daily diary study of goals and affective well-being at work. Journal of Occupational and Organizational Psychology, 76(3), pp.401-410.
Harter, J. K., Schmidt, F. L., & Keyes, C. (2003). Well-being in the workplace and its relationship to business outcomes: A review of the studies. In C. Keyes, J. Haidt, & M. Seligman (Eds.), Flourishing: Positive psychology and the life well-lived pp. 205-224. Washington, DC: American Psychological Association.
Isen, A. M. (1987). Positive affect, cognitive processes, and social behavior. In L. Berkowitz (Ed.), Advances in experimental social psychology Vol. 20, pp. 203-253. San Diego, CA: Academic Press.
Kahn, W. (1990). Psychological Conditions of Personal Engagement and Disengagement at Work. Academy of Management Journal, 33(4), pp.692-724.
Kamdar, D. and Van Dyne, L. (2007). The joint effects of personality and workplace social exchange relationships in predicting task performance and citizenship performance. Journal of Applied Psychology, 92(5), pp.1286-1298.
Kompaso, S. and Sridevi, M. (2010). Employee Engagement: The Key to Improving Performance. International Journal of Business and Management, 5(12).
Lawson, K., Noblet, A. and Rodwell, J. (2009). Promoting employee wellbeing: the relevance of work characteristics and organizational justice. Health Promotion International, 24(3), pp.223-233.
Michael Bradley Shuck and Karen K. Wollard (2009), “A Historical Perspective of Employee Engagement: An Emerging Definition”, Proceedings of the Eighth Annual College of Education & GSN Research Conference (pp. 133-139)
Mininni, G., Manuti, A., Scardigno, R. and Rubino, R. (2010). Subjective Wellbeing between Organizational Bonds and Cultural Contaminations. World Futures, 66(6), pp.387-397.
Ryan, R. and Deci, E. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55(1), pp.68-78.
Wright, T., Cropanzano, R. and Bonett, D. (2007). The moderating role of employee positive wellbeing on the relation between job satisfaction and job performance. Journal of Occupational Health Psychology, 12(2), pp.93-104.
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Published
2017-07-01
How to Cite
Veshne, N. (2017). Role of Supervisor’s Communication in Employee Engagement & Employee Wellbeing. Ushus Journal of Business Management, 16(3), 27-38. https://doi.org/10.12725/ujbm.40.3
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