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Impact of Diversity Management on Employee Engagement Through the Role of Organizational Trust and Motivation
16 references·0 citing·50 second hop
Impact of Diversity Management on Employee Engagement Through the Role of Organizational Trust and Motivation (2024)Impact of Diversity Management on Employe…Determination of Work Motivation, Leadership Style, Employee Competence on Job Satisfaction and Employee Performance (2022)Determination of Work Motivat…Caring human resources management and employee engagement (2021)Caring human resources manage…Employee engagement practices during COVID‐19 lockdown (2020)Employee engagement practices…Rethinking some of the rethinking of partial least squares (2019)Rethinking some of the rethin…Diversity Management: A Critical Review and Agenda for the Future (2019)Diversity Management: A Criti…Workforce engagement: What it is, what drives it, and why it matters for organizational performance (2017)Workforce engagement: What it…The effect of gamification on motivation and engagement (2017)The effect of gamification on…Advanced Issues in Partial Least Squares Structural Equation Modeling (2017)Advanced Issues in Partial Le…How Reliable are Measurement Scales? External Factors with Indirect Influence on Reliability Estimators (2015)How Reliable are Measurement …Workforce Diversity: A Key to Improve Productivity (2014)Workforce Diversity: A Key to…The role of diversity practices and inclusion in promoting trust and employee engagement (2014)The role of diversity practic…Partial Least Squares Structural Equation Modeling: Rigorous Applications, Better Results and Higher Acceptance (2013)Partial Least Squares Structu…Managing Workplace Diversity (2012)Managing Workplace DiversityBest Practices for Managing Organizational Diversity (2008)Best Practices for Managing O…The Measurement of Work Engagement With a Short Questionnaire (2006)The Measurement of Work Engag…PSYCHOLOGICAL CONDITIONS OF PERSONAL ENGAGEMENT AND DISENGAGEMENT AT WORK. (1990)PSYCHOLOGICAL CONDITIONS OF P…Comparative fit indexes in structural models. 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(1956)Organizational Images and Member Identification (1994)Motivation and Personality (1997)The Discovery of Grounded Theory (2017)Alternative Ways of Assessing Model Fit (1992)The role of personal resources in the job demands-resources model. (2007)The Meaning of Employee Engagement (2008)Towards a model of work engagement (2008)Flow: the psychology of optimal experience (1990)Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. 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(2002)Antecedents and consequences of employee engagement (2006)Innovative human resource management strategies during the COVID-19 pandemic: A systematic narrative review approach (2021)Remote working and employee engagement: a qualitative study of British workers during the pandemic (2021)The partial least squares approach for structural equation modeling. (1998)PLS-SEM: Indeed a Silver Bullet (2011)A primer on partial least squares structural equation modeling (PLS-SEM) (2014)Common Beliefs and Reality About PLS (2014)Partial least squares structural equation modeling (PLS-SEM) (2014)When to use and how to report the results of PLS-SEM (2018)Social Exchange Theory: An Interdisciplinary Review (2005)The Job Demands‐Resources model: state of the art (2007)The influence of perceived organizational support on employee creativity: The mediating role of work engagement (2021)Exploring the challenges of remote work on Twitter users' sentiments: From digital technology development to a post-pandemic era (2022)A meta-analysis of knowledge hiding behavior in organizations: Antecedents, consequences, and boundary conditions (2024)The impact of green human resource management and green supply chain management practices on sustainable performance: An empirical study (2018)Impact of “e-Learning crack-up” perception on psychological distress among college students during COVID-19 pandemic: A mediating role of “fear of academic year loss” (2020)Enhancing user engagement: The role of gamification in mobile apps (2021)
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References

  • 1990PSYCHOLOGICAL CONDITIONS OF PERSONAL ENGAGEMENT AND DISENGAGEMENT AT WORK.10,957 cited
  • 2006The Measurement of Work Engagement With a Short Questionnaire7,388 cited
  • 2013Partial Least Squares Structural Equation Modeling: Rigorous Applications, Better Results and Higher Acceptance5,307 cited
  • 2017Advanced Issues in Partial Least Squares Structural Equation Modeling2,503 cited
  • 2019Rethinking some of the rethinking of partial least squares1,690 cited
  • 2015How Reliable are Measurement Scales? External Factors with Indirect Influence on Reliability Estimators1,392 cited
  • 2017The effect of gamification on motivation and engagement887 cited
  • 2020Employee engagement practices during COVID‐19 lockdown401 cited
  • 2021Caring human resources management and employee engagement367 cited
  • 2014The role of diversity practices and inclusion in promoting trust and employee engagement333 cited
  • 2014Workforce Diversity: A Key to Improve Productivity257 cited
  • 2012Managing Workplace Diversity234 cited
  • 2019Diversity Management: A Critical Review and Agenda for the Future230 cited
  • 2017Workforce engagement: What it is, what drives it, and why it matters for organizational performance203 cited
  • 2022

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Determination of Work Motivation, Leadership Style, Employee Competence on Job Satisfaction and Employee Performance
191 cited
  • 2008Best Practices for Managing Organizational Diversity190 cited
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