Evaluating the difference in employee engagement before and after business and cultural transformation interventions

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dc.contributor.author Werner, H.
dc.contributor.author Karel, S.
dc.contributor.author Jan, V.
dc.contributor.author Wait, K.
dc.date.accessioned 2012-10-08T08:24:29Z
dc.date.available 2012-10-08T08:24:29Z
dc.date.issued 2011-09
dc.identifier.citation Werner, H. [et. al.] 2011. Evaluating the difference in employee engagement before and after business and cultural transformation interventions. African Journal of Business Management, 5(22):8804-8820 en_US
dc.identifier.issn 1993-8233
dc.identifier.uri http://hdl.handle.net/10210/7784
dc.description.abstract Levels of engagement within an organization can have substantial and measurable impacts upon the outputs of an organization. The objective of this exploratory study was to establish, the difference between employee engagement before and after a business and culture transformation intervention in the workplace. The participants of an IT firm represented all employee levels in the organization. A preintervention and post-intervention sample consisted of 427 and 253 individuals respectively. The Gallup q12 method was used to determine if differences exist in employee engagement before and after a two year pre- and post merger intervention. The main findings of the research indicated that there was a limited impact on employee engagement before and after the business and culture transformation interventions, and are discussed accordingly. en_US
dc.language.iso en en_US
dc.publisher Academic Journals en_US
dc.rights Academic Journals, 2011. Available online at http://www.academicjournals.org/AJBM DOI: 10.5897/AJBM10.1436 en_US
dc.subject Employee engagement en_US
dc.subject Culture transformation interventions en_US
dc.subject Employee engagement survey en_US
dc.title Evaluating the difference in employee engagement before and after business and cultural transformation interventions en_US
dc.type Article en_US

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