The influence of human resource management practices on work engagement : The case of lectures in Polytechnic Tuanku Syed Sirajuddin
The main objective of this study is to determine the influence of Human Resources Management (HRM) practices (leadership support in administrative policies, employee communications, career development and rewards and recognitions) on employee work engagement. To attain the objectives, the quantitati...
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| Format: | Thesis |
| Language: | eng eng |
| Published: |
2014
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| Subjects: | |
| Online Access: | https://etd.uum.edu.my/4581/1/s809977.pdf https://etd.uum.edu.my/4581/2/s809977_abstract.pdf |
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| Summary: | The main objective of this study is to determine the influence of Human Resources Management (HRM) practices (leadership support in administrative policies, employee communications, career development and rewards and recognitions) on employee work engagement. To attain the objectives, the quantitative method was used and data were collected through questionnaires. A total of 140 questionnaires were distributed to 8 departments in Polytechnic Tuanku Syed Sirajuddin, Arau, Perlis. Only 120 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. All the independent variables are positively correlated with employee engagement since P value less than 0.01(p<0.01), it is significant.
Lastly, the regression analysis between HRM practices and work engagement indicated that
employee communication is the highest beta value that employee communications were found
being the most important factor in explaining work engagement. 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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