Investigating the Role of Employee Engagement in Organizational Effectiveness: A Study of Employee-Led Initiatives
Keywords:
employee engagement, organizational effectiveness, employee-led initiatives, proactive behavior, qualitative research, Tehran, organizational culture, psychological safetyAbstract
This study aimed to explore how employee engagement influences organizational effectiveness through the lens of employee-led initiatives in Tehran-based organizations. A qualitative research design was adopted to gain in-depth insights into the experiences and perceptions of employees actively engaged in self-initiated workplace improvements. Data were collected through semi-structured interviews with 20 participants from diverse organizational backgrounds in Tehran. The participants were purposively selected based on their involvement in bottom-up initiatives that aimed to enhance organizational processes, culture, or outcomes. Interviews continued until theoretical saturation was achieved. All interviews were transcribed verbatim and analyzed thematically using NVivo software, following Braun and Clarke’s six-phase approach to thematic analysis. Strategies such as member checking and peer debriefing were employed to enhance trustworthiness. Analysis revealed three overarching themes: drivers of employee engagement, the nature of employee-led initiatives, and the outcomes of engagement. Engagement was primarily driven by intrinsic motivation, supportive organizational culture, recognition, and empowering leadership. Initiatives were characterized by autonomy, collaboration, and responsiveness to organizational gaps, but were also constrained by barriers such as bureaucracy and limited resources. Outcomes of these initiatives included enhanced organizational learning, improved performance, higher employee morale, increased retention, and stronger organizational reputation. The findings underscore that employee engagement is both a driver and consequence of organizational effectiveness. The study highlights the transformative role of employee engagement when expressed through self-initiated actions that align with organizational goals. Fostering a culture that supports psychological safety, autonomy, and recognition can significantly enhance engagement and, in turn, organizational performance. Organizations should reposition engagement as a dynamic, employee-driven process central to sustained innovation and effectiveness.
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