Spatial Aspects of Employee Engagement

This article deals with a systemic bias. of strategic company management related to perceived employee engagement from the perspective of a manager. As shown by a number of studies, employee engagement can significantly influence company performance. Employee engagement, its appraisal and measurement have become quite topical recently. The objective of this research was to provide empirical validation in the region of whether there is a relationship between the positive perception of the region and perceived employee engagement The research was conducted in all districts of the Usti Region. The sample comprised 151 respondents - businesses as well as state and public administration organisations. The conclusions explicitly show that respondents who positively perceive their region also show a higher engagement rate of their employees at the same time. The research also focused on finding out whether there are differences in the appraisal of the employee engagement rate by their employers. The conclusions of this research study surprisingly showed that respondents from state and public administration organisations appraise their employees as more engaged than those from companies. It was also established that there were differences in employee engagement with respect to the size of the business. A lower engagement rate was established in large businesses (above 250 employees) as opposed to smaller companies. In terms of human resource management, our businesses pay more attention to all standard personnel activities. Companies quite recently have started making inquiries into employee satisfaction, for example. However, companies show big differences in establishing the engagement rate in practice. Organisations looking for a way to increase their performance should focus exactly on this issue.