Determinants of employee engagement among assistant registrars of public universities in Malaysia and moderating effect of age, gender and length service
Employee engagement has received a great deal of attention in the last decade from popular business press, including consulting firms and practitioner community. They claim that employee engagement is a new human resource practice that can be used by business organisations in order to cope with the...
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| Format: | Thesis |
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| Language: | English |
| Subjects: | |
| Online Access: | http://dspace.unimap.edu.my:80/xmlui/bitstream/123456789/78030/1/Page%201-24.pdf http://dspace.unimap.edu.my:80/xmlui/bitstream/123456789/78030/2/Full%20text.pdf http://dspace.unimap.edu.my:80/xmlui/bitstream/123456789/78030/3/Ruswahida.pdf |
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| Summary: | Employee engagement has received a great deal of attention in the last decade from popular business press, including consulting firms and practitioner community. They claim that employee engagement is a new human resource practice that can be used by
business organisations in order to cope with the uncertainty of competitive industrial conditions. However, in the academic community, the concept is still new. Therefore, the concept requires rigorous seminal studies for it to be validated. Given that practical interest in employee engagement which has outstripped the currently available research evidence, fundamental questions as which variables contribute the most to employee engagement and how and why they benefit individuals and organisations, still remain
unanswered. To examine this issue, grounded by Kahn’s psychological conditions
theory, job resources theory, employee commitment theory, leadership styles theory
and employee trust theory, this study proposes a new framework by decomposing
employee engagement. A total of 400 assistant registrars from twenty public
universities in Malaysia participated in this study. Data were collected through
questionnaires (survey monkey hyperlink). The Partial Least Squares approach to
Structural Equation Modelling (PLS-SEM) was the main statistical technique employed
in this study. The findings of the study revealed that psychological safety, rewards and
recognition, employee development, affective commitment, employee trust, normative
commitment and leadership styles were found to have a significant relationship with
employee engagement. The psychological meaningfulness, psychological availability,
employee communication and continuance commitment were not found to have any
significant effect on employee engagement. The moderating variables (age, and length
of service) were found to have partially significant relationship with employee
engagement. This study has successfully developed a framework, PREALEN, which
can be used by future researchers and practitioners to measure employee engagement. |
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