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It is widely believed that employees who are emotionally attached to the organisation (also referred to as affective organisational commitment) will not only be happier, healthier and more fulfilled, but also more likely to deliver better performance, services, and innovation.
This report discusses the results of a series of CIPD evidence reviews that summarise the research on employee engagement and the related constructs of organisational commitment, organisational identification and motivation.
- The McGregor-Smith Review’s Six-Point Roadmap For Success
- The Race at Work Charter
- About Business in The Community’S Work on Race
Over 24,600 employees in the UK completed the Race at Work 2021 survey on which this report is based. It sets out the performance of UK plc (England, Wales, Scotland and Northern Ireland) towards the six steps to success set out in the McGregor-Smith Review. Download the report for full details on how UK based organisations are progressing against ...
One year after the McGregor-Smith Review, BITC published Race at Work 2018: The Scorecard Report. It looked at how UK employers were performing against the recommendations outlined in the review. The findings led BITC to create the Race at Work Charter. This is five calls to action for organisations committed to improving equality of opportunity in...
After 25 years of campaigning for race equality in the UK, BITC believes every employer must prioritise action on race. Supporting employers to ensure that ethnic minority employees are represented at all levels. These aims and issue areas enable us to provide the most relevant and insightful support to members. They also inform our engagement with...
Explores mental health issues in the workplace focusing on supporting employees’ mental health. Outlines how to identify the signs of stress, address stress at work, and distinguish between stress and pressure. Explores defining, measuring and reporting human capital, and the value of external workforce reporting.
Nov 16, 2021 · This is perhaps the hardest issue for companies to address because it requires time and commitment to build relationships, access to new skills and opportunities to feel valued. If anything, remote work has made it harder than ever for companies to build a sense of shared purpose, but the rewards for doing so are immense – a rekindling of the bonds of loyalty.
Jan 13, 2022 · This research looks at these questions from the worker’s perspective, providing insights into how much workers currently trust their organizations’ DEI efforts—their commitment, objectives, and progress—and examines the implications for organizations as they plan their DEI strategies.
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Nov 7, 2019 · Employee commitment (EC) literature has grown very broad, and there is a need to understand the current issues in this body of literature. This systematic review aimed to examine current...
