The influence of human resource management practices on work engagement : The case of lectures in Polytechnic Tuanku Syed Sirajuddin

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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Main Author: Juwita, Mohd Johan
Format: Thesis
Language:eng
eng
Published: 2014
Subjects:
HF5549-5549.5 Personnel Management
Employment
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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id my-uum-etd.4581
record_format uketd_dc
institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
advisor Ahmad, Fais
topic HF5549-5549.5 Personnel Management
Employment
spellingShingle HF5549-5549.5 Personnel Management
Employment
Juwita, Mohd Johan
The influence of human resource management practices on work engagement : The case of lectures in Polytechnic Tuanku Syed Sirajuddin
description 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.
format Thesis
qualification_name other
qualification_level Master's degree
author Juwita, Mohd Johan
author_facet Juwita, Mohd Johan
author_sort Juwita, Mohd Johan
title The influence of human resource management practices on work engagement : The case of lectures in Polytechnic Tuanku Syed Sirajuddin
title_short The influence of human resource management practices on work engagement : The case of lectures in Polytechnic Tuanku Syed Sirajuddin
title_full The influence of human resource management practices on work engagement : The case of lectures in Polytechnic Tuanku Syed Sirajuddin
title_fullStr The influence of human resource management practices on work engagement : The case of lectures in Polytechnic Tuanku Syed Sirajuddin
title_full_unstemmed The influence of human resource management practices on work engagement : The case of lectures in Polytechnic Tuanku Syed Sirajuddin
title_sort influence of human resource management practices on work engagement : the case of lectures in polytechnic tuanku syed sirajuddin
granting_institution Universiti Utara Malaysia
granting_department Othman Yeop Abdullah Graduate School of Business
publishDate 2014
url https://etd.uum.edu.my/4581/1/s809977.pdf
https://etd.uum.edu.my/4581/2/s809977_abstract.pdf
_version_ 1747827758510112768
spelling my-uum-etd.45812022-05-23T01:55:26Z The influence of human resource management practices on work engagement : The case of lectures in Polytechnic Tuanku Syed Sirajuddin 2014-12 Juwita, Mohd Johan Ahmad, Fais Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HF5549-5549.5 Personnel Management. Employment 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. 2014-12 Thesis https://etd.uum.edu.my/4581/ https://etd.uum.edu.my/4581/1/s809977.pdf text eng public https://etd.uum.edu.my/4581/2/s809977_abstract.pdf text eng public other masters Universiti Utara Malaysia Aggarwal, U., Datta, S., & Bhargava, S. (2007). The Relationship between Human Resource Practices, Psychological Contract and Employee Engagement -- Implications for Managing Talent. IIMB Management Review (Indian Institute of Management Bangalore), 19, 313–325. doi:10.1016/j.ucl.2009.08.006 Aguinis, H., & Kraiger, K. (2009). Benefits of training and development for individuals and teams, organizations, and society. Annual Review of Psychology, 60, 451–474. doi:10.1146/annurev.psych.60.110707.163505 Alam, M. T., & Farid, S. (2011). Factors Affecting Teachers Motivation. International Journal of Business and Social Science, 2, 298. Arokiasamy, A. R. A., Tat, H. H., & Ghani, A. (2013). The Effects of Reward System and Motivation on Job Satisfaction : Evidence from the Education Industry in Malaysia Quest International University Perak (QIUP), Faculty of Business, 24(227), 1597–1604. doi:10.5829/idosi.wasj.2013.24.12.13294 Bakker, A. B., & Demerouti, E. (2008). Towards a model of work engagement. Career Development International, 13(3), 209–223. doi:10.1108/13620430810870476 Bakker, A. B., & Leiter, M. P. (n.d.). Work Engagement: A Handbook of Essential Theory and Research. Basikin, B. (2007). Vigor, Dedication and Absorption: Work engagement among secondary school English teachers in Indonesia. Countries, T. P. (2012). A Tempus Study in Public Higher Education in the, (10). doi:10.2797/89070 Dearden, L., Reed, H., & Reenen, J. Van. (2006). Discussion paper The impact of training on productivity and wages: Franke, F., & Felfe, J. (2012). Transfer of Leadership Skills. 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