employee engagement – Jurnal Pengurusan

Enhancing the Employee Engagement: The Mediating Role of Exchange Ideology

syazwinaramjan — Wed, 12 Oct 2022 04:49:37 +0000

This study analyses a model that links three predictors namely workplace spirituality, self-efficacy, and person- organization fit to employee engagement through the mediating role of exchange ideology. Drawing on social exchange theory, researchers expected that exchange ideology would mediate the relationship between the given antecedents and employee engagement. This study used quantitative method to collect data and WarpPLS5.0 to analyze the data. The results of a survey conducted among 100 employees of credit unions in West Kalimantan, Indonesia, indicated that employees with stronger spirituality, self-efficacy, and values compatibility engaged better at work. Researchers also found that exchange ideology did not mediate the relationship between workplace spirituality and employee engagement although the exchange ideology mediated the relationship between two predictors namely self-efficacy and person-organization fit to employee engagement.

The Role of Needs-Supplies Fit and Job Satisfaction in Predicting Employee Engagement

Amirulilul — Tue, 11 Oct 2022 06:34:05 +0000

Employee engagement has become a key concern for organizations as it provides value for sustainable competitive advantage. Fully engaged workforce is not only important in helping organizations flourish in good times but also relevant in helping organizations persevere during tough times. However, the main challenge for employers is to motivate and keep their employee engaged. Recent organizational behaviour studies emphasize the importance of environmental influences in understanding employees attitudes and behaviours. Consistent with this development, the present study seeks to examine the role of needs-supplies fit and job satisfaction in predicting employee engagement. Drawing from the self-in-role view and social exchange theory, it was hypothesized that needs-supplies fit predicts employee engagement, and the relationship between the two constructs is mediated by job satisfaction. Using a self-administered survey, data were obtained from 161 employees of a large public university in Malaysia. The results fully supported the hypothesized relationships. Implications for theory and practice are discussed.

Fostering Employee Engagement through Human Resource Practices: A Case of Manufacturing Firms in Malaysia

apriyaliwahab — Tue, 11 Oct 2022 01:54:53 +0000

The primary objective of this study is to determine the influence of human resource management (HRM) practices on employee engagement. HRM practices comprise of training and development, financial and non-financial recognition, fringe benefits, and supervisor-subordinate relationship. A total of 306 operational level employees in manufacturing firms in the Northern Region of Peninsular Malaysia reported on HRM practices in their respective organizations as well as their level of engagement at work. Statistical analyses were conducted to examine the influence of HRM practices on employee engagement. The findings reported a significant and positive impact of financial and non-financial recognition as well as fringe benefits on employee engagement. The regression analysis result indicated that 40 percent of total variance of employee engagement was explained by HRM practices dimensions. Discussions elaborated on the research results while implications brought to fore the theoretical and practical contributions of this study. Finally, recommendations addressed several directions for future research.

Big Five Personality, Transformational Leadership, Psychological Safety, and Employee Engagement of Private Sector Employees in Southern Thailand

Faris A181711 — Mon, 10 Oct 2022 07:52:38 +0000

This study examines the relationship between five factor model of personality (i.e, extraversion, conscientiousness, openness to experience, agreeableness and neuroticism), transformational leadership and psychological safety and their impact on employee engagement. A total of 402 of private sector companies in Southern Thailand participated in this study. PLS- SEM was used to analyze the data. Overall measurement model showed appropriate psychometric properties in term of reliability and validity. The propose model of this research has relied primarily on reflective measurement model. Out of the five personality factors, three proved to have an influence on employee engagement (extraversion, conscientiousness, and openness to experience), however the influence of agreeableness and neuroticism were not supported. Transformational leadership and psychological safety also showed direct influence on employee engagement. The results of predictive power of the structural model was 0.337 indicating that 33.7% of the variance in the employee engagement construct was explained by the five factor model of personality, transformational leadership and psychological safety. Theoretical and practical implications of the study are highlighted. Finally, limitations and further research are discussed.

Talent Management Practices on Employee Engagement: Empirical Perspective from Institution of Higher Learning

apriyaliwahab — Sat, 08 Oct 2022 20:59:21 +0000

The purpose of this research is to investigate the effect of talent management (TM) practices on employee engagement (EE) in Malaysia Private Universities (MPU). The present research applied a cross-sectional research approach, and the study data were collected from 314 academics from MPU. Partial Least Square-Structural Equation Modelling (PLS-SEM) was employed to evaluate the study hypotheses. The findings showed that TM practices: talent recruitment practice (TRP), training and development practice (T&DP), and compensation practice (CP) has a significant effect on EE. This research is one of its kind conducted in MPU. Therefore, this research makes significant contributions to the existing literature by investigating the effect of TRP, T&DP, CP on EE, and also the findings of the research serve as a guide to the universities management to formulate their institutional policies to inspire their employees to engage in their task effectively which can enable the universities to fulfil their specified mission and vision.

Creating Good Citizen through Company Ethical Values

syazwinaramjan — Sat, 08 Oct 2022 14:49:35 +0000

Creating high employee engagement is becoming more important in achieving sustainability in small and medium enterprises (SMEs). It helps organisations to motivate their employees to go beyond expectation. The main characteristic of organisation that pursues sustainability includes creating ethical values through organisational climate. This paper analyses the impact of ethical work climate on employee engagement and organisational citizenship behavior (OCB). Study was conducted on SMEs in Central Java, Indonesia. This research utilised quantitative approach and data collection was based on survey questionnaire. The result highlighted the significant impact of ethical work climate on employee engagement and OCB. This study’s findings contribute to the business ethics and SME literature by providing relevant empirical evidence based on primary data. The results provide guidance to SMEs in achieving sustainability.