Post on 26-May-2015
description
STRESS MANAGEMENT AND EMPLOYEE ENGAGEMENT: A CASE
STUDY
Melita MORETTI, M.A. Natalija POSTRUžNIK, M.A.
Design by Melita Moretti
EMPIRICAL RESEARCH
H1: There is a positive relationship
between work-related stress and
employee engagement.
The research was conducted as a case study on the
influence of stress management on employee
engagement in a selected corporation in the Slovene
insurance industry.
Realisation: November-December 2011
&
Design by Melita Moretti
Research on the influence of stress management on employee engagement
The instrument of the research - questionnaire:
17 questions/statements (4 demographic questions, 7 statements dealing with stress at the workplace, 6 employee engagement statements suggested by the corporation);
The rate of concurrency: on a scale from 1 to 5.
Methodology
Design by Melita Moretti
Research on the influence of stress management on employee engagement
Response: 136 out of 874 employees (15.56 % response rate) in the selected corporation in the Slovene insurance industry.
The statistical reliability of the questionnaire: work-related stress (WRS) * ά= 0.79, Employee engagement *ά= 0.86.
Demographic data of respondents: in the article
* Cronbach’s alpha (Cronbach, 1951)
Sample Description
Design by Melita Moretti
Research on the influence of stress management on employee engagement
H1: There is a positive relationship between work-related stress and employee engagement.
Testing the Hypothesis
Design by Melita Moretti
Research on the influence of stress management on employee engagement
PCA method (Principal Component Analysis): Kaiser-Meyer-Olkin (KMO) = 0.815; Bartlett’s test of Sphericity p<0.05;
Testing the Hypothesis
Statement FAC1 FAC2 E2: My work makes me feel successful. 0.817 E3: My work makes me content. 0.794 R6: Being a member of our organization makes me proud. 0.721 E4: A trustworthy relationship exists between employees. 0.679 E5: I am free to choose how to perform my work tasks. 0.599 E1: For a well-done job I receive praise or an award. 0.990
•
Total explained variance (%) 44.157 18.468
the Weighted Average Method introduced a new variable called “engagement”.
First Step
Rotation method: Varimax with Kaiser Normalization; headlines of the columns: (FAC1) intrinsic elements, (FAC2) extrinsic elements.
Design by Melita Moretti
Research on the influence of stress management on employee engagement
The analysis shows that four of the WRS-related statements display a positive effect on employee engagement (unstandardized β was between 0.067 and 0.347): Other statements do not have any statistical effect on employee engagement, meaning unstandardized β was 0.
Testing the Hypothesis
Second Step (Constant) -1.960
S1: I feel safe at my workplace. 0.347 S5: I hope my problems will solve themselves. 0.206 S2: I don't suffer from mood swings, decision-
taking, poor concentration, and memory problems. 0.196
S6: The workday is too short for the tasks I have to perform.
0.067
a multiple regression model (stepwise method)
Design by Melita Moretti
Research on the influence of stress management on employee engagement
Testing the Hypothesis
Model R R square
Adjusted R Square
Std. Error of the Estimate
1 0.618a 0.382 0.376 0.61777 2 0.711b 0.505 0.497 0.55510 3 0.726c 0.527 0.515 0.54513 4 0.737d 0.543 0.527 0.53815
The analysis shows that the stepwise regression model explains 52.7 % of the variance of the dependent
variable: employee engagement.
Second Step
Design by Melita Moretti
Conclusion
Research on the influence of stress management on employee engagement
The hypothesis has been accepted; The most important statement on the effect stress has on the level of
employee engagement is “I feel safe at my workplace“. There is a high level of passivity among employees (“I hope my
problems will solve themselves“); Three of the statements do not relate to stress management (“I think
about work-related problems even when not at work “, “I have recently increased the consumption of alcohol and other intoxicating substances (smoking, etc.) “ and “I often struggle with time management“);
In the analysis we established two factors which define employee engagement: the so-called intrinsic elements and extrinsic elements.
Design by Melita Moretti
Research on the influence of stress management on employee engagement
Recommendations
Organizations should create a stress management strategy to reduce operating costs and raise employee engagement and productivity;
Regular courses on stress management at the workplace; Regular courses for middle management about their role in stress
management and employee engagement, as well as their influence on productivity and brand strength;
Sharing good experience among European organizations; Work tasks should be designed in such a way as to give the employee
a sense of importance ; Roles and responsibilities should be clearly defined.