Employee engagement and supportive work environment in the relationship between HRM practices, work-life balance and doctors’ retention

Employee retention continues to gain considerable attention among organizational psychologists and human resource management (HRM) experts. Globally, organizations are facing the issue of employee retention whereby a dearth of research exists on how it could be addressed, particularly in the service...

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Main Author:	Ahmed, Zeeshan
Format:	Thesis
Language:	eng eng eng
Published:	2021
Subjects:	HD58.9 Organizational Effectiveness.
Online Access:	https://etd.uum.edu.my/9865/1/permission%20to%20deposit-embargo-901700.pdf https://etd.uum.edu.my/9865/2/s901700_01.pdf https://etd.uum.edu.my/9865/3/s901700_02.pdf
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id	my-uum-etd.9865
record_format	uketd_dc
spelling	my-uum-etd.98652022-09-22T04:41:10Z Employee engagement and supportive work environment in the relationship between HRM practices, work-life balance and doctors’ retention 2021 Ahmed, Zeeshan Othman, Noraini Tan, Fee Yean School of Business Management School of Business Management HD58.9 Organizational Effectiveness. HF5549-5549.5 Personnel Management. Employment Employee retention continues to gain considerable attention among organizational psychologists and human resource management (HRM) experts. Globally, organizations are facing the issue of employee retention whereby a dearth of research exists on how it could be addressed, particularly in the services sector, with a special focus on the healthcare sector. Using the social exchange theory (SET), this study developed a theoretical framework based on the employee-organization relationship, which suggests that interactions between two parties must involve reciprocal interdependence. This study, therefore, investigated how HRM practices (such as recruitment and selection, compensation, training and development, and career advancement opportunities) and work-life balance influence employee engagement and doctors’ retention relationships. This study also investigated how employee engagement influences doctors’ retention. This study empirically tested the mediating influence of employee engagement on HRM practices, work-life balance, and doctors’ retention relationships and the moderating influence of a supportive work environment on employee engagement and doctors’ retention relationship. The data were collected through a survey of 385 public healthcare sector doctors working in Punjab, Pakistan. SPSS 23.0 and Smart-PLS 3.0 were used to analyze the data. The PLS path modeling results revealed significant direct relationships between compensation, work-life balance, and doctors’ retention. Additionally, the PLS path modeling results also demonstrated significant direct relationships between HRM practices, work-life balance, and employee engagement and a significant direct relationship between employee engagement and doctors’ retention. Moreover, the PLS path modelling results also revealed significant mediation of employee engagement between recruitment and selection, compensation, training and development, work-life balance, and doctors’ retention relationships, and moderation of a supportive work environment between employee engagement and doctors’ retention relationship. Based on the findings, the study proposed theoretical and practical implications, as well as limitations and future research directions. 2021 Thesis https://etd.uum.edu.my/9865/ https://etd.uum.edu.my/9865/1/permission%20to%20deposit-embargo-901700.pdf text eng 2023-07-12 staffonly https://etd.uum.edu.my/9865/2/s901700_01.pdf text eng 2023-07-12 staffonly https://etd.uum.edu.my/9865/3/s901700_02.pdf text eng 2023-07-12 staffonly other doctoral Universiti Utara Malaysia
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng eng
advisor	Othman, Noraini Tan, Fee Yean
topic	HD58.9 Organizational Effectiveness. HD58.9 Organizational Effectiveness.
spellingShingle	HD58.9 Organizational Effectiveness. HD58.9 Organizational Effectiveness. Ahmed, Zeeshan Employee engagement and supportive work environment in the relationship between HRM practices, work-life balance and doctors’ retention
description	Employee retention continues to gain considerable attention among organizational psychologists and human resource management (HRM) experts. Globally, organizations are facing the issue of employee retention whereby a dearth of research exists on how it could be addressed, particularly in the services sector, with a special focus on the healthcare sector. Using the social exchange theory (SET), this study developed a theoretical framework based on the employee-organization relationship, which suggests that interactions between two parties must involve reciprocal interdependence. This study, therefore, investigated how HRM practices (such as recruitment and selection, compensation, training and development, and career advancement opportunities) and work-life balance influence employee engagement and doctors’ retention relationships. This study also investigated how employee engagement influences doctors’ retention. This study empirically tested the mediating influence of employee engagement on HRM practices, work-life balance, and doctors’ retention relationships and the moderating influence of a supportive work environment on employee engagement and doctors’ retention relationship. The data were collected through a survey of 385 public healthcare sector doctors working in Punjab, Pakistan. SPSS 23.0 and Smart-PLS 3.0 were used to analyze the data. The PLS path modeling results revealed significant direct relationships between compensation, work-life balance, and doctors’ retention. Additionally, the PLS path modeling results also demonstrated significant direct relationships between HRM practices, work-life balance, and employee engagement and a significant direct relationship between employee engagement and doctors’ retention. Moreover, the PLS path modelling results also revealed significant mediation of employee engagement between recruitment and selection, compensation, training and development, work-life balance, and doctors’ retention relationships, and moderation of a supportive work environment between employee engagement and doctors’ retention relationship. Based on the findings, the study proposed theoretical and practical implications, as well as limitations and future research directions.
format	Thesis
qualification_name	other
qualification_level	Doctorate
author	Ahmed, Zeeshan
author_facet	Ahmed, Zeeshan
author_sort	Ahmed, Zeeshan
title	Employee engagement and supportive work environment in the relationship between HRM practices, work-life balance and doctors’ retention
title_short	Employee engagement and supportive work environment in the relationship between HRM practices, work-life balance and doctors’ retention
title_full	Employee engagement and supportive work environment in the relationship between HRM practices, work-life balance and doctors’ retention
title_fullStr	Employee engagement and supportive work environment in the relationship between HRM practices, work-life balance and doctors’ retention
title_full_unstemmed	Employee engagement and supportive work environment in the relationship between HRM practices, work-life balance and doctors’ retention
title_sort	employee engagement and supportive work environment in the relationship between hrm practices, work-life balance and doctors’ retention
granting_institution	Universiti Utara Malaysia
granting_department	School of Business Management
publishDate	2021
url	https://etd.uum.edu.my/9865/1/permission%20to%20deposit-embargo-901700.pdf https://etd.uum.edu.my/9865/2/s901700_01.pdf https://etd.uum.edu.my/9865/3/s901700_02.pdf
_version_	1747828689658183680

Employee engagement and supportive work environment in the relationship between HRM practices, work-life balance and doctors’ retention

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