The Influence of Human Resource Practices on Employee Work Engagement
The main objective of this study is to investigate the influence of Human Resources Management (HRM) practices (employee communications, employee development and rewards and recognitions) on employee work engagement, as well as to determine whether demographic factors (age, gender, academic qualific...
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| Format: | Thesis |
| Language: | English English |
| Published: |
2011
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| Subjects: | |
| Online Access: | http://etd.uum.edu.my/2855/1/Rosmawati_Othman.pdf http://etd.uum.edu.my/2855/2/1.Rosmawati_Othman.pdf http://etd.uum.edu.my/2855/ |
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| Summary: | The main objective of this study is to investigate the influence of Human Resources Management (HRM) practices (employee communications, employee development and rewards and recognitions) on employee work engagement, as well as to determine whether demographic factors (age, gender, academic qualifications, job category, department and length of service) have any influence on employees work engagement. To attain the objectives, the quantitative method was used and data were collected through questionnaires. A total of 152 questionnaires were distributed to 10 departments in a medical device manufacturing company in Perlis. Only 133 questionnaires were received and used for further analysis.
The data were analyzed using Pearson correlation, regression analysis and frequency test. The findings exhibited that, there were relationship between Human Resource practices with work engagement. However, only two dimensions of HR practices correlated with work engagement namely employee communication and employee development. Through the ANOVA test, the finding revealed that only three demographic variables have significant relationships with work engagement, which were job category, academic qualifications and length of service. Lastly, the regression analysis between HRM practices and work engagement indicated that only 9.5% of total variance of work engagement was explained by HRM practices. In conclusion, it is observed that HRM practices have influence on the employee work engagement. Demographic factors also affect the engagement level of the employees. This shows that employers need to develop a proper and well-structured HRM policies in attaining high work engagement level among the employees. |
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