The Impact Of Employee Engagement On Job Performance Within Russian Companies

New technological changes,demographics changed,competition and cultural trends in the last two decades have necessitated flexibility,higher qualification and skills from employees in organizations,and the dynamic business environment requires diverse strategic approaches be adopted in order to manage employees effectively.Traditionally,employees have had either no say or an indirect say in issues which concern their job environment.Therefore,in efforts to boost organizational efficiency,employee engagement has been an area of academic concern and recent interest.Employee engagement is all about making an enabling environment in which individuals have an impact on actions and decisions that influence their occupatio ns.Thus,the management team should be proactive in addressing the needs of employees who are considered the organization greatest asset.In this age of human capital,a growing number of organizations are seeking to win the war for talent by focusing on employee engagement.While various definitions exist,employee engagement is commonly understood as the extent to which employees are emotionally,intellectually,and behaviorally invested in their work,their job,and their organizations.Over the past de cade,interest in employee engagement has increased dramatically,both within organizations and in the academic world.According to a recent study conducted by Bersin by Deloitte(Kowske,2012),US employers spend $720 million on employee engagement programs annually.And in a recent review of the academic literature,Schaufeli(2013)noted that there has been a sharp and steady annual increase in the number of research articles focused on engagement over the past decade.Despite widespread interest in empl oyee engagement,the concept is still relatively new,and a number of practical and academic questions remain.One main question that many business leaders and researchers are trying to understand is what factors cause employees to be engaged.In this stud y,we sought to answer this question using a combination of meta-analytic and structure equation modeling techniques.The aim of this research is to examine the factors that influence employee engagement and how it impacts on job performance,and understand the role of employee innovative work behavior among employee engagement and job performance relation.Additionally,we want more deeply understand how exactly employee engagement correlate with job performance,there are lot of factors were already studied,and we decided chose employee innovative behavior as one of the most important factors for any organization nowada ys,innovative behavior can bring for companies many benefits.More employee is engaged to his job,more information he knows,has better understanding all business processes and more willingness to be helpful for his organization he has.These attitudes a re very important for find out new innovative ideas or product.Thus based on the previously researches about employee innovative behavior(Hülsheger et al.2009;Korzilius et al.2017;Oldham & Cummings 1996,(Carmeli & Spreitzer 2009;Crossan & Apaydin 2010),we suppose that innovative behavior moderate relation between employee engagement and job performance among employees of Russian companies,shortly-higher innovative behavior has employee,more strong will be relation between engagement and job per formance.The quantitative approach was designed for this research with 101 samples of employees of Russian companies.The data was collected by sending a link of survey questionnaire online,e.g.,email,Facebook,Vkontakte.The thesis is divided into fo ur chapters.First we provide an overview of the research background and questions,and contains a literature for engagement,performance,and innovative behavior.After that we presents hypothesis development based on theories,including theoretical found ations,research hypotheses,the proposed theoretical m odel,and questionnaire design,describes the data collection process,the measures and the results analyzed by SPSS software.In the end,we provide suggestions and recommendations for companies about the impact of employee engagement to job performance,the contribution and limitation of the research are also discussed.First of all,we studied the literature concerning the issues of employee engagement in the organization,and the influence of organ izational factors on its level.Based on this literature,questionnaire was compiled to measure the level of engagement of employees,job resources,job demands,job performance,innovative behavior.Because of the time limitation and epidemic situation i n the world and in Russia,we had very limited choice of survey instruments.Thus we used http://www.wenjuan.com/ web site for placing our questionnaire in this web site,survey was provided to employees by sharing the survey link.The questionnaire was anonymous.The sample size of this research was 100.We didn't have enough time to collect data from more respondents.Link of questionnaire was send to different Russian companies by contacting them through Internet.We contacted 4 Russian companies,and got 101 respond,all data are valid.Through SPSS software,this paper tests the relationship between job resources and employee engagement,the relationship between employee engagement and job performance,and verifies the moderating effect of employee innovative behavior.The results show that all the hypotheses are supported.Specifically,there is a significant positive correlation between job resources and employee engagement.And there is high level of employee engagement in Russian companies,it has a positive impact on job performance,which is more affected by the absorption among the three dimensions on employee engagement.In addition,employee innovative behavior significantly moderates the relationship between employee engagement and job performa nce,in such a way that there is a stronger positive relationship when this innovative behavior is high compared to when it is low.The study is of great value to management practice.In view of the fact that employee engagement lead to increase employee p erformance,and that higher employee engagement can lead better increasing effectiveness.Companies need understand the importance of employee engagement.Specifically,they can improve job design to reduce job demands and increase job resources,in turn promote employee engagement.