The trials and tribulations of engaging the powerful employee - a flexible working day at home or chit-chat with the colleagues by the coffee machine at the office? -A study of subordinates and HR-managers experiences of employee engagement while working from home during the pandemic
(2021) BUSN49 20211Department of Business Administration
- Abstract
- This thesis process started with us wondering what happens with employee engagement in an organisation where the employees have been forced to conduct their work from home. We were also interested in the view of subordinates as well as HR-managers, their experiences and perceptions of employee engagement and how this was managed while working from home. This is what we have investigated in a financial tech company with the following formulated research question: How do subordinates and HR-managers experience and manage employee engagement while working from home? Our aim has also been to investigate how these two parts interplay in the engagement creation process. A qualitative research method was adopted with the interpretative research... (More)
- This thesis process started with us wondering what happens with employee engagement in an organisation where the employees have been forced to conduct their work from home. We were also interested in the view of subordinates as well as HR-managers, their experiences and perceptions of employee engagement and how this was managed while working from home. This is what we have investigated in a financial tech company with the following formulated research question: How do subordinates and HR-managers experience and manage employee engagement while working from home? Our aim has also been to investigate how these two parts interplay in the engagement creation process. A qualitative research method was adopted with the interpretative research tradition, more specifically, social interactionism. Our findings indicate a high level of engagement amongst the subordinate’s despite a tiny decline from before the pandemics start. Also, our findings indicated how the subordinate is on centre stage where HR-management constantly strives to act upon the subordinates' needs in order to remain a high level of engagement. Consequently, this has raised questions about who is responsible for engagement creation since a discrepancy could be identified. On the one hand, HR-managers pointed to the subordinates' responsibility for the engagement creation process, and on the other, the subordinates expressed the great role HR management has got for their engagement. Finally, by adding a new dimension to our study, we introduce the concept of interactive engagement. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/9050255
- author
- Borgström, Linnea LU and Campbell Lindén, Olivia LU
- supervisor
- organization
- course
- BUSN49 20211
- year
- 2021
- type
- H1 - Master's Degree (One Year)
- subject
- keywords
- Employee engagement, working from home, HR-managers, subordinates, social exchange theory
- language
- English
- id
- 9050255
- date added to LUP
- 2021-06-22 14:25:51
- date last changed
- 2021-06-22 14:25:51
@misc{9050255, abstract = {{This thesis process started with us wondering what happens with employee engagement in an organisation where the employees have been forced to conduct their work from home. We were also interested in the view of subordinates as well as HR-managers, their experiences and perceptions of employee engagement and how this was managed while working from home. This is what we have investigated in a financial tech company with the following formulated research question: How do subordinates and HR-managers experience and manage employee engagement while working from home? Our aim has also been to investigate how these two parts interplay in the engagement creation process. A qualitative research method was adopted with the interpretative research tradition, more specifically, social interactionism. Our findings indicate a high level of engagement amongst the subordinate’s despite a tiny decline from before the pandemics start. Also, our findings indicated how the subordinate is on centre stage where HR-management constantly strives to act upon the subordinates' needs in order to remain a high level of engagement. Consequently, this has raised questions about who is responsible for engagement creation since a discrepancy could be identified. On the one hand, HR-managers pointed to the subordinates' responsibility for the engagement creation process, and on the other, the subordinates expressed the great role HR management has got for their engagement. Finally, by adding a new dimension to our study, we introduce the concept of interactive engagement.}}, author = {{Borgström, Linnea and Campbell Lindén, Olivia}}, language = {{eng}}, note = {{Student Paper}}, title = {{The trials and tribulations of engaging the powerful employee - a flexible working day at home or chit-chat with the colleagues by the coffee machine at the office? -A study of subordinates and HR-managers experiences of employee engagement while working from home during the pandemic}}, year = {{2021}}, }