Organizational culture, human resource practices and employee engagement among academic staff of Universiti Utara Malaysia

The purpose of this study is to examine whether organizational culture and human resource practices influence employee engagement among academic staff in Universiti Utara Malaysia (UUM). Two dimension of organizational culture namely perceived organizational support (POS) and stability were used. Wh...

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Main Author:	Nor Arpizah, Atan
Format:	Thesis
Language:	eng eng
Published:	2016
Subjects:	HD58.7 Organizational Behavior.
Online Access:	https://etd.uum.edu.my/5994/1/s814278_01.pdf https://etd.uum.edu.my/5994/2/s814278_02.pdf
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id	my-uum-etd.5994
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
advisor	Johari, Husna
topic	HD58.7 Organizational Behavior.
spellingShingle	HD58.7 Organizational Behavior. Nor Arpizah, Atan Organizational culture, human resource practices and employee engagement among academic staff of Universiti Utara Malaysia
description	The purpose of this study is to examine whether organizational culture and human resource practices influence employee engagement among academic staff in Universiti Utara Malaysia (UUM). Two dimension of organizational culture namely perceived organizational support (POS) and stability were used. Whereas three dimensions of HRM practices namely, salary, training and career development will be the focus of this study to determine the influence on employee engagement. Primarily, this is a quantitative study developed research instruments the experts and original researcher already proven in terms of reliability and validity on organizational culture and human resource practices. A total of 63 items were used in the questionnaire to examine all the variables illustrated in the theoretical framework. Data was collected through the self-administered by sending questionnaires to 320 academic staff in UUM. A total of 200 academic staff (62.5%) had duly completed and returned the forms. Pearson correlation and linear regression were used to achieve the objectives of the study. Mean analysis shows that organizational culture and human resource practices influence employee engagement among academic staff in UUM. The result of the Pearson correlation analysis shows that among all five independent variables, training in human resource practices is found to be the most significant variable in influence the employee engagement among academic staff of UUM.
format	Thesis
qualification_name	masters
qualification_level	Master's degree
author	Nor Arpizah, Atan
author_facet	Nor Arpizah, Atan
author_sort	Nor Arpizah, Atan
title	Organizational culture, human resource practices and employee engagement among academic staff of Universiti Utara Malaysia
title_short	Organizational culture, human resource practices and employee engagement among academic staff of Universiti Utara Malaysia
title_full	Organizational culture, human resource practices and employee engagement among academic staff of Universiti Utara Malaysia
title_fullStr	Organizational culture, human resource practices and employee engagement among academic staff of Universiti Utara Malaysia
title_full_unstemmed	Organizational culture, human resource practices and employee engagement among academic staff of Universiti Utara Malaysia
title_sort	organizational culture, human resource practices and employee engagement among academic staff of universiti utara malaysia
granting_institution	Universiti Utara Malaysia
granting_department	School of Business Management
publishDate	2016
url	https://etd.uum.edu.my/5994/1/s814278_01.pdf https://etd.uum.edu.my/5994/2/s814278_02.pdf
_version_	1747828003492069376
spelling	my-uum-etd.59942021-04-19T02:56:11Z Organizational culture, human resource practices and employee engagement among academic staff of Universiti Utara Malaysia 2016 Nor Arpizah, Atan Johari, Husna School of Business Management School of Business Management HD58.7 Organizational Behavior. The purpose of this study is to examine whether organizational culture and human resource practices influence employee engagement among academic staff in Universiti Utara Malaysia (UUM). Two dimension of organizational culture namely perceived organizational support (POS) and stability were used. Whereas three dimensions of HRM practices namely, salary, training and career development will be the focus of this study to determine the influence on employee engagement. Primarily, this is a quantitative study developed research instruments the experts and original researcher already proven in terms of reliability and validity on organizational culture and human resource practices. A total of 63 items were used in the questionnaire to examine all the variables illustrated in the theoretical framework. Data was collected through the self-administered by sending questionnaires to 320 academic staff in UUM. A total of 200 academic staff (62.5%) had duly completed and returned the forms. Pearson correlation and linear regression were used to achieve the objectives of the study. Mean analysis shows that organizational culture and human resource practices influence employee engagement among academic staff in UUM. The result of the Pearson correlation analysis shows that among all five independent variables, training in human resource practices is found to be the most significant variable in influence the employee engagement among academic staff of UUM. 2016 Thesis https://etd.uum.edu.my/5994/ https://etd.uum.edu.my/5994/1/s814278_01.pdf text eng public https://etd.uum.edu.my/5994/2/s814278_02.pdf text eng public masters masters Universiti Utara Malaysia Aon Hewitt. 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Organizational culture, human resource practices and employee engagement among academic staff of Universiti Utara Malaysia

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