Employee engagement: Private sector vs. government sector

Nowadays, employee’s engagement plays a vital role in an organization performance. It is crucial for the employer to know that it is not entirely depends on the employees alone to drive the employee engagement. The whole organizations including the top management must play their part in order to imp...

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Main Author:	Nadia Raihana, Yusof
Format:	Thesis
Language:	eng eng
Published:	2015
Subjects:	HF5549-5549.5 Personnel Management Employment
Online Access:	https://etd.uum.edu.my/5256/1/s816342.pdf https://etd.uum.edu.my/5256/2/s816342_abstract.pdf
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id	my-uum-etd.5256
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
advisor	Md Said, Nor Pujawati
topic	HF5549-5549.5 Personnel Management Employment
spellingShingle	HF5549-5549.5 Personnel Management Employment Nadia Raihana, Yusof Employee engagement: Private sector vs. government sector
description	Nowadays, employee’s engagement plays a vital role in an organization performance. It is crucial for the employer to know that it is not entirely depends on the employees alone to drive the employee engagement. The whole organizations including the top management must play their part in order to improve the organization’s employee’s engagement. Hence, this study was conducted due to the rising problem of employee engagement especially generation y. The research was conducted in Klang Valley’s Universities. A number of 224 respondents were chosen from the populations. The independent variables that are being used in the research is perceived organization support, rewards and recognition, perceived supervisor support and lastly job characteristics. The results were retrieved by using descriptive analysis, regression analysis, reliability analysis and correlation analysis. For the government sector, the results indicate that there is a significance relationship between independent and dependent variables. However, for the private sector, we found that there is no significance relationship between the independent and dependent variables. Hence the researcher believe that there is another variable that may act as the factor of engagement for private sector
format	Thesis
qualification_name	masters
qualification_level	Master's degree
author	Nadia Raihana, Yusof
author_facet	Nadia Raihana, Yusof
author_sort	Nadia Raihana, Yusof
title	Employee engagement: Private sector vs. government sector
title_short	Employee engagement: Private sector vs. government sector
title_full	Employee engagement: Private sector vs. government sector
title_fullStr	Employee engagement: Private sector vs. government sector
title_full_unstemmed	Employee engagement: Private sector vs. government sector
title_sort	employee engagement: private sector vs. government sector
granting_institution	Universiti Utara Malaysia
granting_department	Othman Yeop Abdullah Graduate School of Business
publishDate	2015
url	https://etd.uum.edu.my/5256/1/s816342.pdf https://etd.uum.edu.my/5256/2/s816342_abstract.pdf
_version_	1747827893975646208
spelling	my-uum-etd.52562021-04-04T08:02:33Z Employee engagement: Private sector vs. government sector 2015 Nadia Raihana, Yusof Md Said, Nor Pujawati Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HF5549-5549.5 Personnel Management. Employment Nowadays, employee’s engagement plays a vital role in an organization performance. It is crucial for the employer to know that it is not entirely depends on the employees alone to drive the employee engagement. The whole organizations including the top management must play their part in order to improve the organization’s employee’s engagement. Hence, this study was conducted due to the rising problem of employee engagement especially generation y. The research was conducted in Klang Valley’s Universities. A number of 224 respondents were chosen from the populations. The independent variables that are being used in the research is perceived organization support, rewards and recognition, perceived supervisor support and lastly job characteristics. The results were retrieved by using descriptive analysis, regression analysis, reliability analysis and correlation analysis. For the government sector, the results indicate that there is a significance relationship between independent and dependent variables. However, for the private sector, we found that there is no significance relationship between the independent and dependent variables. Hence the researcher believe that there is another variable that may act as the factor of engagement for private sector 2015 Thesis https://etd.uum.edu.my/5256/ https://etd.uum.edu.my/5256/1/s816342.pdf text eng public https://etd.uum.edu.my/5256/2/s816342_abstract.pdf text eng public masters masters Universiti Utara Malaysia Aniruddha Limaye, Razeyeh Jalali and Divya Martyn (2013), Building a High Performance Workforce : A Study on Rewards and Recognition practices in India. Bennis, W. G., and Nanus, B. (1985). Leaders: The strategies for taking charge. NewYork: Harper and Row. Blau, P. M. (1964). Exchange and power in social life. New York: John Wiley. Batt, R., & Valcour, P. (2003). Human resources practices as predictors of work-family outcomes and employee turnover. Industrial Relations: A Journal of Economy & Society, 42(2), 189-220. doi: 10.1111/1468-232X. 00287. Brun, J-P., and Dugas, N. 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Employee engagement: Private sector vs. government sector

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