Employee engagement outcomes at the organizational level within the Malaysia SME business

Employee engagement has been acknowledged to help produce superior performance outcomes at the organizational level, but studies related to employee engagement outcomes are insufficient and there are limited investigations of this phenomenon in the context of Malaysia SME business. This gap was the...

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Main Author:	Safiah, Rashid
Format:	Thesis
Language:	eng eng eng
Published:	2017
Subjects:	HB615-715 Entrepreneurship Risk and uncertainty Property HD58.7 Organizational Behavior.
Online Access:	https://etd.uum.edu.my/6760/1/depositpermission_s92778.pdf https://etd.uum.edu.my/6760/2/s92778_01.pdf https://etd.uum.edu.my/6760/3/s92778_02.pdf
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id	my-uum-etd.6760
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng eng
advisor	Mohd. Harif, Mohd. Amy azhar
topic	HB615-715 Entrepreneurship Risk and uncertainty Property HD58.7 Organizational Behavior.
spellingShingle	HB615-715 Entrepreneurship Risk and uncertainty Property HD58.7 Organizational Behavior. Safiah, Rashid Employee engagement outcomes at the organizational level within the Malaysia SME business
description	Employee engagement has been acknowledged to help produce superior performance outcomes at the organizational level, but studies related to employee engagement outcomes are insufficient and there are limited investigations of this phenomenon in the context of Malaysia SME business. This gap was the impetus for the present research in identifying the factors of employee engagement at the organizational level. This research was guided by the following research problem: “how and why the factors of employee engagement outcomes at the organizational level could be established within the Malaysia SME business?” The synthesis of literature on employee engagement outcomes at the organizational level produced three research issues. In order to investigate these issues, a qualitative study was conducted and the respondents were identified using the snowballing sampling technique. 12 convergent interviews were conducted to confirm the factors of employee engagement outcomes at the organizational level. The data were then analysed using the content analysis technique. The research findings confirmed 11 factors of employee engagement, i.e. employee retention, profitability, absenteeism, customer satisfaction, productivity, customer loyalty, organizational performance, self-efficacy of manager, advocacy of organization, business growth, and satisfaction of business partner. The satisfaction of business partner is a new emerging factor which demonstrates the present research’s contribution to the body of knowledge. The results for the second and the third research issues suggested nine core factors and two non-core factors respectively. The contribution of this theory-building research is in the development and confirmation of the revised conceptual framework about the factors of employee engagement outcome at the organizational level, including the core factors and the non-core factors. Also, the present research provides methodological, theoretical, practical, and policy implications. The revised conceptual framework built from theories and empirical research provides the foundation for future research
format	Thesis
qualification_name	Doctor of Business Administration (DBA)
qualification_level	Doctorate
author	Safiah, Rashid
author_facet	Safiah, Rashid
author_sort	Safiah, Rashid
title	Employee engagement outcomes at the organizational level within the Malaysia SME business
title_short	Employee engagement outcomes at the organizational level within the Malaysia SME business
title_full	Employee engagement outcomes at the organizational level within the Malaysia SME business
title_fullStr	Employee engagement outcomes at the organizational level within the Malaysia SME business
title_full_unstemmed	Employee engagement outcomes at the organizational level within the Malaysia SME business
title_sort	employee engagement outcomes at the organizational level within the malaysia sme business
granting_institution	Universiti Utara Malaysia
granting_department	Othman Yeop Abdullah Graduate School of Business
publishDate	2017
url	https://etd.uum.edu.my/6760/1/depositpermission_s92778.pdf https://etd.uum.edu.my/6760/2/s92778_01.pdf https://etd.uum.edu.my/6760/3/s92778_02.pdf
_version_	1747828113057775616
spelling	my-uum-etd.67602021-08-18T06:41:03Z Employee engagement outcomes at the organizational level within the Malaysia SME business 2017 Safiah, Rashid Mohd. Harif, Mohd. Amy azhar Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HB615-715 Entrepreneurship. Risk and uncertainty. Property HD58.7 Organizational Behavior. Employee engagement has been acknowledged to help produce superior performance outcomes at the organizational level, but studies related to employee engagement outcomes are insufficient and there are limited investigations of this phenomenon in the context of Malaysia SME business. This gap was the impetus for the present research in identifying the factors of employee engagement at the organizational level. This research was guided by the following research problem: “how and why the factors of employee engagement outcomes at the organizational level could be established within the Malaysia SME business?” The synthesis of literature on employee engagement outcomes at the organizational level produced three research issues. In order to investigate these issues, a qualitative study was conducted and the respondents were identified using the snowballing sampling technique. 12 convergent interviews were conducted to confirm the factors of employee engagement outcomes at the organizational level. The data were then analysed using the content analysis technique. The research findings confirmed 11 factors of employee engagement, i.e. employee retention, profitability, absenteeism, customer satisfaction, productivity, customer loyalty, organizational performance, self-efficacy of manager, advocacy of organization, business growth, and satisfaction of business partner. The satisfaction of business partner is a new emerging factor which demonstrates the present research’s contribution to the body of knowledge. The results for the second and the third research issues suggested nine core factors and two non-core factors respectively. The contribution of this theory-building research is in the development and confirmation of the revised conceptual framework about the factors of employee engagement outcome at the organizational level, including the core factors and the non-core factors. Also, the present research provides methodological, theoretical, practical, and policy implications. 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