Employee engagement of private sector employees in Southern Thailand: personality, transformational leadership and psychological safety

The motivation for this study is driven by the inconsistent findings in the literature concerning the relationship between the variables related to employee engagement. The main purpose of this study is to investigate the influence of a five-factor model of personality consists of extraversion, agre...

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Main Author:	Jansriboot, Parichat
Format:	Thesis
Language:	eng eng
Published:	2016
Subjects:	HF5548.7-5548.85 Industrial Psychology HF5548.7-5548.85 Industrial Psychology
Online Access:	https://etd.uum.edu.my/6357/1/s92583_01.pdf https://etd.uum.edu.my/6357/2/s92583_02.pdf
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id	my-uum-etd.6357
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
advisor	Mat, Norazuwa Mat, Norsiah
topic	HF5548.7-5548.85 Industrial Psychology HF5548.7-5548.85 Industrial Psychology
spellingShingle	HF5548.7-5548.85 Industrial Psychology HF5548.7-5548.85 Industrial Psychology Jansriboot, Parichat Employee engagement of private sector employees in Southern Thailand: personality, transformational leadership and psychological safety
description	The motivation for this study is driven by the inconsistent findings in the literature concerning the relationship between the variables related to employee engagement. The main purpose of this study is to investigate the influence of a five-factor model of personality consists of extraversion, agreeableness, conscientiousness, openness to experience, and neuroticism factors on employee engagement. Further, it examines the mediation role of psychological safety on the relationship between transformational leadership and employee engagement. Accordingly, this study is underpinned by self-determination theory to explain the network of the relationship between the variables in the conceptual framework. The study utilized a survey questionnaire which was distributed to 608 employees of private companies in Southern Thailand. Out of the 422 returned questionnaires, 402 were usable for further analysis. PLS-SEM was used to analyze the direct and indirect relationship between the related variables in the study. Of the five personality factors, three which are extraversion, conscientiousness, and openness to experience factors influence the employee engagement. However agreeableness and neuroticism factors do not influence employee engagement. Transformational leadership is discovered to have both direct and indirect influence on the employee engagement. The psychological safety also shows to have an influence on the employee engagement. In addition, the psychological safety constructs is discovered to be a partial mediator in the relationship between the transformational leadership and the employee engagement. The results of the predictive power of the structural model is 0.337 indicating that 33.7% of the variance in the employee engagement construct is explained by the five-factor model of personality, transformational leadership and psychological safety. Theoretical, practical and methodological implications of the study are highlighted. Finally, limitations and further research are also discussed in this paper
format	Thesis
qualification_name	Doctor of Business Administration (DBA)
qualification_level	Doctorate
author	Jansriboot, Parichat
author_facet	Jansriboot, Parichat
author_sort	Jansriboot, Parichat
title	Employee engagement of private sector employees in Southern Thailand: personality, transformational leadership and psychological safety
title_short	Employee engagement of private sector employees in Southern Thailand: personality, transformational leadership and psychological safety
title_full	Employee engagement of private sector employees in Southern Thailand: personality, transformational leadership and psychological safety
title_fullStr	Employee engagement of private sector employees in Southern Thailand: personality, transformational leadership and psychological safety
title_full_unstemmed	Employee engagement of private sector employees in Southern Thailand: personality, transformational leadership and psychological safety
title_sort	employee engagement of private sector employees in southern thailand: personality, transformational leadership and psychological safety
granting_institution	Universiti Utara Malaysia
granting_department	Othman Yeop Abdullah Graduate School of Business
publishDate	2016
url	https://etd.uum.edu.my/6357/1/s92583_01.pdf https://etd.uum.edu.my/6357/2/s92583_02.pdf
_version_	1747828064914505728
spelling	my-uum-etd.63572021-04-05T02:43:02Z Employee engagement of private sector employees in Southern Thailand: personality, transformational leadership and psychological safety 2016 Jansriboot, Parichat Mat, Norazuwa Mat, Norsiah Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HF5548.7-5548.85 Industrial Psychology HF5549-5549.5 Personnel Management. Employment The motivation for this study is driven by the inconsistent findings in the literature concerning the relationship between the variables related to employee engagement. The main purpose of this study is to investigate the influence of a five-factor model of personality consists of extraversion, agreeableness, conscientiousness, openness to experience, and neuroticism factors on employee engagement. Further, it examines the mediation role of psychological safety on the relationship between transformational leadership and employee engagement. Accordingly, this study is underpinned by self-determination theory to explain the network of the relationship between the variables in the conceptual framework. The study utilized a survey questionnaire which was distributed to 608 employees of private companies in Southern Thailand. Out of the 422 returned questionnaires, 402 were usable for further analysis. PLS-SEM was used to analyze the direct and indirect relationship between the related variables in the study. Of the five personality factors, three which are extraversion, conscientiousness, and openness to experience factors influence the employee engagement. However agreeableness and neuroticism factors do not influence employee engagement. Transformational leadership is discovered to have both direct and indirect influence on the employee engagement. The psychological safety also shows to have an influence on the employee engagement. In addition, the psychological safety constructs is discovered to be a partial mediator in the relationship between the transformational leadership and the employee engagement. The results of the predictive power of the structural model is 0.337 indicating that 33.7% of the variance in the employee engagement construct is explained by the five-factor model of personality, transformational leadership and psychological safety. Theoretical, practical and methodological implications of the study are highlighted. Finally, limitations and further research are also discussed in this paper 2016 Thesis https://etd.uum.edu.my/6357/ https://etd.uum.edu.my/6357/1/s92583_01.pdf text eng public https://etd.uum.edu.my/6357/2/s92583_02.pdf text eng public dba dba Universiti Utara Malaysia Achua, C. F., & Lussier, R. N. (2010). Effective Leadership, South-Western Cengage Learning: Canada. Aguilar, A., & Salanova, M. (2005). 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