Employee engagement as a mediator on HRM practices and employee performance relationship of ready-made garment industry in Bangladesh

The ready-made garment industry has made noteworthy contribution to the economy of Bangladesh that convinces the government to flourish its economy through industrialization than agriculture-based initiatives. With regards to this matter, practitioners and academicians are struggling to find the rea...

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主要作者:	Ahmed, Shaheen
格式:	Thesis
语言:	eng eng
出版:	2017
主题:	HF5549-5549.5 Personnel Management Employment
在线阅读:	https://etd.uum.edu.my/7220/1/s99125_01.pdf https://etd.uum.edu.my/7220/2/s99125_02.pdf
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id	my-uum-etd.7220
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
advisor	Ahmad, Fais Jaaffar, Abdul Rahman
topic	HF5549-5549.5 Personnel Management Employment
spellingShingle	HF5549-5549.5 Personnel Management Employment Ahmed, Shaheen Employee engagement as a mediator on HRM practices and employee performance relationship of ready-made garment industry in Bangladesh
description	The ready-made garment industry has made noteworthy contribution to the economy of Bangladesh that convinces the government to flourish its economy through industrialization than agriculture-based initiatives. With regards to this matter, practitioners and academicians are struggling to find the reasons for employees’ high performance. Thus, the objective of this study was to assess the relationship between human resource management practices and employee performance through employee engagement of the ready-made garment industry in Bangladesh since the majority of the manufacturing employees are involved in this industry. The study followed the survey method for the collection of data from 392 operational level employees of different garment factories situated at Ashulia in Bangladesh. The data of this study was analyzed using the Partial Least Squares (Structural Equation Modeling) technique. The relationship between the exogenous and the endogenous latent construct was measured through the calculation of beta value, t-value, and p-value. The study revealed that the relationship between human resource management practices and employee performance is statistically significant. Similarly, the relationship between human resource management practices and employee engagement is also significant statistically except the compensation and engagement relationship. Moreover, employee engagement and employee performance relationship is statistically significant. In contrast, employee engagement does not mediate the relationship between compensation and performance, while the other aspects of human resource management practices and employee performance relationships are partially mediated by employee engagement. The findings of this study are expected to assist policy- makers and practitioners in formulating effective measures for the enhancement of employee performance in developing countries like Bangladesh.
format	Thesis
qualification_name	other
qualification_level	Doctorate
author	Ahmed, Shaheen
author_facet	Ahmed, Shaheen
author_sort	Ahmed, Shaheen
title	Employee engagement as a mediator on HRM practices and employee performance relationship of ready-made garment industry in Bangladesh
title_short	Employee engagement as a mediator on HRM practices and employee performance relationship of ready-made garment industry in Bangladesh
title_full	Employee engagement as a mediator on HRM practices and employee performance relationship of ready-made garment industry in Bangladesh
title_fullStr	Employee engagement as a mediator on HRM practices and employee performance relationship of ready-made garment industry in Bangladesh
title_full_unstemmed	Employee engagement as a mediator on HRM practices and employee performance relationship of ready-made garment industry in Bangladesh
title_sort	employee engagement as a mediator on hrm practices and employee performance relationship of ready-made garment industry in bangladesh
granting_institution	Universiti Utara Malaysia
granting_department	School of Business Management
publishDate	2017
url	https://etd.uum.edu.my/7220/1/s99125_01.pdf https://etd.uum.edu.my/7220/2/s99125_02.pdf
_version_	1747828175794077696
spelling	my-uum-etd.72202021-04-28T06:47:13Z Employee engagement as a mediator on HRM practices and employee performance relationship of ready-made garment industry in Bangladesh 2017 Ahmed, Shaheen Ahmad, Fais Jaaffar, Abdul Rahman School of Business Management School of Business Management HF5549-5549.5 Personnel Management. Employment The ready-made garment industry has made noteworthy contribution to the economy of Bangladesh that convinces the government to flourish its economy through industrialization than agriculture-based initiatives. With regards to this matter, practitioners and academicians are struggling to find the reasons for employees’ high performance. Thus, the objective of this study was to assess the relationship between human resource management practices and employee performance through employee engagement of the ready-made garment industry in Bangladesh since the majority of the manufacturing employees are involved in this industry. The study followed the survey method for the collection of data from 392 operational level employees of different garment factories situated at Ashulia in Bangladesh. The data of this study was analyzed using the Partial Least Squares (Structural Equation Modeling) technique. The relationship between the exogenous and the endogenous latent construct was measured through the calculation of beta value, t-value, and p-value. The study revealed that the relationship between human resource management practices and employee performance is statistically significant. Similarly, the relationship between human resource management practices and employee engagement is also significant statistically except the compensation and engagement relationship. Moreover, employee engagement and employee performance relationship is statistically significant. In contrast, employee engagement does not mediate the relationship between compensation and performance, while the other aspects of human resource management practices and employee performance relationships are partially mediated by employee engagement. The findings of this study are expected to assist policy- makers and practitioners in formulating effective measures for the enhancement of employee performance in developing countries like Bangladesh. 2017 Thesis https://etd.uum.edu.my/7220/ https://etd.uum.edu.my/7220/1/s99125_01.pdf text eng public https://etd.uum.edu.my/7220/2/s99125_02.pdf text eng public other doctoral Universiti Utara Malaysia Aaker, D. A., Kumar, V., & Day, G. S. (2001). Marketing Research (7th ed.), John Wiley and Sons, New York: NY. Aarabi, M. S., Subramaniam, I. D., & Almintisir, A. B. (2013). Relationship between Motivational Factors and Job Performance of Employees in Malaysian Service Industry, Asian Social Science, 9(9), 301-310. Abdin, M. (2008). 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Employee engagement as a mediator on HRM practices and employee performance relationship of ready-made garment industry in Bangladesh

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