Is engaged onboarding important for engaged work?

Abstract

The paper explores the relationship between the structured onboarding process and the resulting employee engagement, as most onboarding studies focus on other onboarding outcomes. The proposed hypothesis was: “A structured onboarding process is positively related to employee engagement.”, while the research question was: ‘Is a structured onboarding process more relevant for some employee engagement dimensions than others?’ To assess the onboarding process, the ‘Onboarding Assessment Survey’ developed by Baker and DiPiro (2019) was used, and to assess employee engagement the ‘Utrecht Work Engagement Scale’, more specifically UWES-17, developed by Schaufeli and Bakker (2004b) was used. Using a sample of 622 respondents and applying correlation and multiple regression analyses, we revealed that a structured onboarding process is statistically significantly positively related to employee engagement in total and by dimensions. In terms of employee engagement dimensions, we also found that a structured onboarding process is more strongly related to employee dedication and less related to employee absorption in their work.Rad istražuje odnos između strukturiranog onboarding procesa i rezultirajuće angažiranosti zaposlenika, s obzirom na to da se većina istraživanja onboarding procesa usredotočuje na druge ishode. Predložena hipoteza glasila je: „Strukturirani onboarding proces pozitivno je povezan s angažiranošću zaposlenika“, dok je istraživačko pitanje bilo: „Je li strukturirani onboarding proces relevantniji za neke dimenzije angažiranosti zaposlenika nego za druge?“ Za procjenu onboarding procesa korištena je anketa „Onboarding Assessment Survey“, koju su razvili Baker i DiPiro (2019.), dok je za procjenu angažiranosti zaposlenika korištena „Utrecht Work Engagement Scale“ (UWES-17), koju su razvili Schaufeli i Bakker (2004b). Na temelju uzorka od 622 ispitanika i primjenom korelacijske i višestruke regresijske analize otkriveno je da je strukturirani onboarding proces statistički značajno pozitivno povezan s ukupnom angažiranošću zaposlenika te s pojedinačnim dimenzijama angažiranosti. Što se tiče dimenzija angažiranosti zaposlenika, također je utvrđeno da je strukturirani onboarding proces snažnije povezan s posvećenošću zaposlenika, dok je slabije povezan s njihovom apsorpcijom u rad.