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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主要作者:	Rosmawati, Othman
格式:	Thesis
語言:	eng eng
出版:	2011
主題:	HF5549-5549.5 Personnel Management Employment
在線閱讀:	https://etd.uum.edu.my/2855/1/Rosmawati_Othman.pdf https://etd.uum.edu.my/2855/2/1.Rosmawati_Othman.pdf
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id	my-uum-etd.2855
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
advisor	Subramaniam, Chandrakantan
topic	HF5549-5549.5 Personnel Management Employment
spellingShingle	HF5549-5549.5 Personnel Management Employment Rosmawati, Othman The Influence of Human Resource Practices on Employee Work Engagement
description	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.
format	Thesis
qualification_name	masters
qualification_level	Master's degree
author	Rosmawati, Othman
author_facet	Rosmawati, Othman
author_sort	Rosmawati, Othman
title	The Influence of Human Resource Practices on Employee Work Engagement
title_short	The Influence of Human Resource Practices on Employee Work Engagement
title_full	The Influence of Human Resource Practices on Employee Work Engagement
title_fullStr	The Influence of Human Resource Practices on Employee Work Engagement
title_full_unstemmed	The Influence of Human Resource Practices on Employee Work Engagement
title_sort	influence of human resource practices on employee work engagement
granting_institution	Universiti Utara Malaysia
granting_department	College of Business (COB)
publishDate	2011
url	https://etd.uum.edu.my/2855/1/Rosmawati_Othman.pdf https://etd.uum.edu.my/2855/2/1.Rosmawati_Othman.pdf
_version_	1747827445741912064
spelling	my-uum-etd.28552016-04-19T08:12:44Z The Influence of Human Resource Practices on Employee Work Engagement 2011 Rosmawati, Othman Subramaniam, Chandrakantan College of Business (COB) College of Business HF5549-5549.5 Personnel Management. Employment 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. 2011 Thesis https://etd.uum.edu.my/2855/ https://etd.uum.edu.my/2855/1/Rosmawati_Othman.pdf application/pdf eng validuser https://etd.uum.edu.my/2855/2/1.Rosmawati_Othman.pdf application/pdf eng public masters masters Universiti Utara Malaysia Aggarwal U., Datta S. and Bhargava S. (2007). The relationship between human resource practices, psychological contract and employee engagement: Implications for Managing talent. IIMB Management Review. 313-325. Alan M. Saks (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology. 21(7), 600-619. Andeson, L.N (1998). Employee cynicism: An examination using a contract violation framework. Human relative journal. 49, 1395-1417. Appelbaum, E. and Berg, P. (2000). High performance work system: giving workers a stake, in blair, M. and Kochan, T. 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The Influence of Human Resource Practices on Employee Work Engagement

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