Research: Recognition, Leadership, Fairness Involvement Top Engagement Factors
This study, based on an analysis of over 25,000 employees in South Korea, suggests that recognition works best as part of a healthy leadership system.It Takes a Holistic Approach
Specific Recommendations
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A research analysis conducted by two researchers in South Korea concludes that recognition can be a significant contributor to employee engagement, reduce burnout, and fears of technological transformation, especially as part of a holistic process that includes fairness, involvement, and “transformational” leadership.
These are the key conclusions of the study, The Impact of Recognition, Fairness, and Leadership on Employee Outcomes: A Large-Scale Multi-Group Analysis published recently in Plos by Hyeon Jo, HJ Institute of Technology and Management, Bucheon, Gyeonggi-do, and Donghyuk Shin, Secufind Co., Seoul, both in South Korea. The study does not address the potential financial or other tangible impact of any of these practices.
The study utilized Partial Least Squares Structural Equation Modeling (PLS-SEM) for analysis, examining data from 25,285 employees. The data was sourced from the 6th Korean Working Conditions Survey (KWCS), conducted between October 2020 and April 2021. It targeted employed individuals aged 15 and above, with a sample size of approximately 50,000 workers.
It Takes a Holistic Approach
The research concludes that recognition and transformational leadership, fairness, and involvement significantly boost employee engagement. They also find that workload overload and technology disruption anxiety have a detrimental effect on job satisfaction. This study was conducted before AI.
The authors describe transformational leaders as those who inspire and motivate employees beyond their self-interests for the organization’s benefit. This approach, they say, is distinguished by four dimensions: idealized influence (leaders who act as role models); inspirational motivation; intellectual stimulation, and individualized consideration.
They say this management fosters an empowering and motivating work environment by encouraging employees to excel and commit to organizational goals. Additionally, transformational leadership plays a significant role in mitigating employee burnout by creating a supportive and stimulating work environment. These leaders reduce burnout by decreasing role ambiguity and workload, essential stressors identified in the literature, they write. By integrating these elements, the study explores the dual impact of transformational leadership on enhancing engagement and reducing burnout among employees.
Specific Recommendations
The authors provide the following recommendations:
- Recognition initiatives: Implement customized recognition programs to boost employee engagement tailored to each individual’s goals, objectives, and personal characteristics.
- Equitable management: Ensure fairness in resource distribution and conflict resolution to foster a harmonious workplace.
- Leadership development: Promote transformational leadership practices to enhance engagement and reduce burnout.
- Workload management: Balance workload allocation to mitigate the negative effects of overload.
- Technological support: Address technological disruption anxiety through continuous learning and development programs.
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