Perceived Organizational Support and Rewards Factor as Drivers of Employee Engagement

Employee Engagement has become a management priority in the highly-competitive business world. Organizations periodically conduct surveys to assess the engagement levels of their employees. Results of these assessments are then analyzed and acted upon as part of organizations' business plans. C...

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Main Author:	Teofisto, Mensielito A.
Format:	Thesis
Language:	eng
Published:	2010
Subjects:	HF5549-5549.5 Personnel Management Employment
Online Access:	https://etd.uum.edu.my/2793/1/Mensielito_A._Teofisto.pdf
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id	my-uum-etd.2793
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng
advisor	Mat, Norazuwa
topic	HF5549-5549.5 Personnel Management Employment
spellingShingle	HF5549-5549.5 Personnel Management Employment Teofisto, Mensielito A. Perceived Organizational Support and Rewards Factor as Drivers of Employee Engagement
description	Employee Engagement has become a management priority in the highly-competitive business world. Organizations periodically conduct surveys to assess the engagement levels of their employees. Results of these assessments are then analyzed and acted upon as part of organizations' business plans. Company X, a multinational company with business operations in Malaysia, is one of the several organizations with business plans ,that have human resource components in it. These plans include strategies which are aimed at driving employee engagement at all levels of the organization. This study examines the relationship between employee engagement and the two independent variables of perceived organizational support and rewards factor. In addition, it seeks to establish which between the two independent variables is perceived by participants to be the more effective engagement driver. The study was conducted through a quantitative method of research. A structured questionnaire was administered to collect data for hypothesis testing. Participants in this study are manufacturing technicians on Team 4 in the Penang factory of Company X. Results of the study show that there is a significant correlation between the dependent variable of employee engagement and independent variables of perceived organizational support and rewards factor. The study also shows that participants believe that perceived organizational support is a more effective engagement driver in comparison to rewards factor.
format	Thesis
qualification_name	masters
qualification_level	Master's degree
author	Teofisto, Mensielito A.
author_facet	Teofisto, Mensielito A.
author_sort	Teofisto, Mensielito A.
title	Perceived Organizational Support and Rewards Factor as Drivers of Employee Engagement
title_short	Perceived Organizational Support and Rewards Factor as Drivers of Employee Engagement
title_full	Perceived Organizational Support and Rewards Factor as Drivers of Employee Engagement
title_fullStr	Perceived Organizational Support and Rewards Factor as Drivers of Employee Engagement
title_full_unstemmed	Perceived Organizational Support and Rewards Factor as Drivers of Employee Engagement
title_sort	perceived organizational support and rewards factor as drivers of employee engagement
granting_institution	Universiti Utara Malaysia
granting_department	College of Business (COB)
publishDate	2010
url	https://etd.uum.edu.my/2793/1/Mensielito_A._Teofisto.pdf
_version_	1747827430556434432
spelling	my-uum-etd.27932013-07-24T12:18:02Z Perceived Organizational Support and Rewards Factor as Drivers of Employee Engagement 2010-12 Teofisto, Mensielito A. Mat, Norazuwa College of Business (COB) College of Business HF5549-5549.5 Personnel Management. Employment Employee Engagement has become a management priority in the highly-competitive business world. Organizations periodically conduct surveys to assess the engagement levels of their employees. Results of these assessments are then analyzed and acted upon as part of organizations' business plans. Company X, a multinational company with business operations in Malaysia, is one of the several organizations with business plans ,that have human resource components in it. These plans include strategies which are aimed at driving employee engagement at all levels of the organization. This study examines the relationship between employee engagement and the two independent variables of perceived organizational support and rewards factor. In addition, it seeks to establish which between the two independent variables is perceived by participants to be the more effective engagement driver. The study was conducted through a quantitative method of research. A structured questionnaire was administered to collect data for hypothesis testing. Participants in this study are manufacturing technicians on Team 4 in the Penang factory of Company X. Results of the study show that there is a significant correlation between the dependent variable of employee engagement and independent variables of perceived organizational support and rewards factor. The study also shows that participants believe that perceived organizational support is a more effective engagement driver in comparison to rewards factor. 2010-12 Thesis https://etd.uum.edu.my/2793/ https://etd.uum.edu.my/2793/1/Mensielito_A._Teofisto.pdf application/pdf eng validuser masters masters Universiti Utara Malaysia Allen, D., Shore, L. & Griffeth, R. (2009), The role of POS in the voluntary turnover process, Journal of Management, 29, 99-118. Appelbaum, S., Bartolomucci, N., Beaumier, E., Boulanger, J., Corrigan, R., Dore, I., Girard, C., & Serroni, C. (2004). Organizational citizenship behavior: a case study of culture, leadership and trust, Management Decision, 42 (I)13,-40. Aryee, S., Budhwar, P.S., & Chen, Z.X. (2002), Trust as a mediator of the relationship between organizational justice and work outcomes: test of a social exchange model, Journal of Organizational Behavior, 23 (3), 267-85. Bakker, A.B., & Demerouti,E.(2008). Towards a model of work engagement. 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Perceived Organizational Support and Rewards Factor as Drivers of Employee Engagement

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