{"id":179,"date":"2021-05-19T17:37:52","date_gmt":"2021-05-19T17:37:52","guid":{"rendered":"http:\/\/vkclv.resourz.net\/?page_id=179"},"modified":"2021-06-02T06:03:47","modified_gmt":"2021-06-02T06:03:47","slug":"employee-engagement-value","status":"publish","type":"page","link":"https:\/\/www.vkclv.com\/index.php\/employee-engagement-value\/","title":{"rendered":"Employee Engagement Value"},"content":{"rendered":"\t\t
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CLV PRINCIPLES FOUND IN<\/h1>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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Employee Engagement Value<\/h1>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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The concept of\u00a0Employee Engagement (EE)<\/strong>\u00a0has been defined across a wide swath of literatures to no conclusive meaning. The most compelling definition from a marketing standpoint hinges on EE\u2019s function in a managerial setting. According to this definition, EE is a multi-dimensional construct aimed at capturing the full range of an employee\u2019s attitude toward his\/her organization. The five dimensions of EE are employee satisfaction, employee identification, employee commitment, employee loyalty, and employee performance. Each of these dimensions drives the one subsequent to it, i.e. satisfaction drives identification, identification drives commitment, etc.<\/p>

Employee Satisfaction<\/strong>\u00a0is a positive emotional state that results from an employee\u2019s relationship to his\/her job and is influenced by a host of factors: work environment, colleagues, supervisor, pay, etc. Employees who are more satisfied can positively impact the firm\u2019s profitability, but this impact is not necessarily a substantial one. More importantly, Employee Satisfaction does have significant impact on Employee Identification.<\/p>

Employee Identification<\/strong>\u00a0refers to an employee\u2019s self-concept in relation to his\/her membership in the larger organizational group. In other words, an employee who identifies his\/herself with the company will place personal stake in the success and failure of the brand. Employee Identification is, naturally, a precursor to Employee Commitment.<\/p>

Employee Commitment<\/strong>\u00a0refers to an employee\u2019s psychological attachment to the brand, and is broken down into affective commitment (emotional attachment to the organization), continuance commitment (the need to stay with the organization given the costs of departure), and normative commitment (feeling obligated to continue employment with the organization). A strong commitment to the organization leads to Employee Loyalty.<\/p>

Employee Loyalty<\/strong>\u00a0encompasses each of the preceding dimensions, while also involving elements of sacrifice and reciprocity. A loyal employee will go out of his\/her way to work above and beyond his\/her assigned duties. This translates to improved Employee Performance.<\/p>

Employee Performance<\/strong>, the final dimension, is self-explanatory. The effectiveness with which an employee performs his\/her role within the organization has tremendous impact on the firm\u2019s bottom line.<\/p>

A recent study developed a comprehensive scorecard consisting of 20 items that integrated the above five dimensions (Kumar and Pansari 2015, 2016). The resulting score from such a scorecard can be classified into the following four groups:<\/p>