When employees are engaged, they are more productive, promote unity within departments, and promote better customer service experiences leading to profitability (Heger, 2007). The purpose of this study was to investigate differences in employee engagement by employment type and by gender. The study included responses from 120 participants of which 67 were males, while 53 were females. Participants in this study met the requirements of currently being employed full-time, over 18 years old, and reporting to a supervisor or manager at their place of employment.
Results from the survey indicated that there were significant differences in reported engagement by employment type and by gender. The survey included 87 engagement questions with two specific questions showing significant differences based on independent samples t-testing. For the engagement question, “I am working on projects that matter,” significant differences emerged by employment type. For the engagement question, “I trust my co-workers,” significant differences emerged by gender. The results are considered in terms of implications for transformational leadership and future studies.
|Advisor:||McNeely, Sharon C.|
|School Location:||United States -- Illinois|
|Source:||DAI-A 75/06(E), Dissertation Abstracts International|
|Subjects:||Management, Communication, Business education, Gender studies|
|Keywords:||Employee engagement, Employment types, Gender differences, Job satisfaction, Leadership engagement|
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