Immediate manager, performance evaluation and employee engagement: game changer for organizational performance?

Abstract

This paper reports on a study investigating employee engagement, with specific reference to the dimension 'immediate manager'. Data were collected by electronic survey from 4,099 respondents. The regression analysis showed that the immediate manager explained 52,1% of variation in employee engagement, while the item relating to performance evaluation scored the lowest of all items making up this dimension. The findings are significant because they confirm the vital role of the immediate manager in ensuring organizational performance, which can be leveraged by interpersonal relationships, especially political skills. The contribution stems from integrating strategy, employee engagement and performance management theory, which has not been done before.