Job resources, job demands and developmental HR in relation with work engagement : the moderating role of service climate

Job resources, job demands and developmental HR in relation with work engagement : the moderating role of service climate

Enterprises globally are facing the issue of work engagement whereby, dearth of research exists on how it could be addressed particularly in an emerging economy like Pakistan. Upon the explanations of Conservation of Resources (COR) theory; studies have indicated job demands and resources model (JD-...

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Main Author: Ahmed, Umair
Format: Thesis
Language:eng
eng
Published: 2017
Subjects:
HF5549-5549.5 Personnel Management
Employment
Online Access:https://etd.uum.edu.my/7385/1/s900475_01.pdf
https://etd.uum.edu.my/7385/2/s900475_02.pdf
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id my-uum-etd.7385
record_format uketd_dc
institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
advisor Abdul Majid, Abdul Halim
Mohd Zin, Md. Lazim
topic HF5549-5549.5 Personnel Management
Employment
spellingShingle HF5549-5549.5 Personnel Management
Employment
Ahmed, Umair
Job resources, job demands and developmental HR in relation with work engagement : the moderating role of service climate
description Enterprises globally are facing the issue of work engagement whereby, dearth of research exists on how it could be addressed particularly in an emerging economy like Pakistan. Upon the explanations of Conservation of Resources (COR) theory; studies have indicated job demands and resources model (JD-R) as the most promising theoretical framework for understanding work engagement. Therein, the study investigated how job resources such as supervisor support, co-worker support and meaningful work, and job demands such as workload and emotional demands can influence work engagement. The study also tested developmental HR resources such as employee training opportunities, career development opportunities and developmental performance appraisal. Additionally, service climate was also empirically tested for potential moderating effect on these relationships. Results of the PLS path modelling of 277 employees from the banking sector of Pakistan, found significant direct relationships of co-worker support, meaningful work and developmental HR resources with work engagement. Meanwhile, job demands including such as workload and emotional demands resulted in negative relationships with work engagement. However, supervisor support was not significantly influences on work engagement. Furthermore, the bootstrapping results found significant moderation of service climate upon employee training opportunities and career development opportunities relationships with work engagement. On the flipside, the study did not find any moderation of service climate on job resources and job demands in their relationships with work engagement. The results show that work engagement can be enhanced through job and developmental HR resources whereas; job demands can potentially deplete it. Alongside, service climate can be of prominence for service sector to strengthen the developmental HR resources and work engagement relationships.
format Thesis
qualification_name other
qualification_level Doctorate
author Ahmed, Umair
author_facet Ahmed, Umair
author_sort Ahmed, Umair
title Job resources, job demands and developmental HR in relation with work engagement : the moderating role of service climate
title_short Job resources, job demands and developmental HR in relation with work engagement : the moderating role of service climate
title_full Job resources, job demands and developmental HR in relation with work engagement : the moderating role of service climate
title_fullStr Job resources, job demands and developmental HR in relation with work engagement : the moderating role of service climate
title_full_unstemmed Job resources, job demands and developmental HR in relation with work engagement : the moderating role of service climate
title_sort job resources, job demands and developmental hr in relation with work engagement : the moderating role of service climate
granting_institution Universiti Utara Malaysia
granting_department School of Business Management
publishDate 2017
url https://etd.uum.edu.my/7385/1/s900475_01.pdf
https://etd.uum.edu.my/7385/2/s900475_02.pdf
_version_ 1747828210862653440
spelling my-uum-etd.73852021-04-28T06:48:08Z Job resources, job demands and developmental HR in relation with work engagement : the moderating role of service climate 2017 Ahmed, Umair Abdul Majid, Abdul Halim Mohd Zin, Md. Lazim School of Business Management School of Business Management HF5549-5549.5 Personnel Management. Employment Enterprises globally are facing the issue of work engagement whereby, dearth of research exists on how it could be addressed particularly in an emerging economy like Pakistan. Upon the explanations of Conservation of Resources (COR) theory; studies have indicated job demands and resources model (JD-R) as the most promising theoretical framework for understanding work engagement. Therein, the study investigated how job resources such as supervisor support, co-worker support and meaningful work, and job demands such as workload and emotional demands can influence work engagement. The study also tested developmental HR resources such as employee training opportunities, career development opportunities and developmental performance appraisal. Additionally, service climate was also empirically tested for potential moderating effect on these relationships. Results of the PLS path modelling of 277 employees from the banking sector of Pakistan, found significant direct relationships of co-worker support, meaningful work and developmental HR resources with work engagement. Meanwhile, job demands including such as workload and emotional demands resulted in negative relationships with work engagement. However, supervisor support was not significantly influences on work engagement. Furthermore, the bootstrapping results found significant moderation of service climate upon employee training opportunities and career development opportunities relationships with work engagement. On the flipside, the study did not find any moderation of service climate on job resources and job demands in their relationships with work engagement. The results show that work engagement can be enhanced through job and developmental HR resources whereas; job demands can potentially deplete it. Alongside, service climate can be of prominence for service sector to strengthen the developmental HR resources and work engagement relationships. 2017 Thesis https://etd.uum.edu.my/7385/ https://etd.uum.edu.my/7385/1/s900475_01.pdf text eng public https://etd.uum.edu.my/7385/2/s900475_02.pdf text eng public other doctoral Universiti Utara Malaysia Abbasi, A. S., & Alvi, A. K. (2012). Impact of organizational justice on employee engagement in Banking sector of Pakistan. Middle-East Journal of Scientific Research, 12(5), 643-649. Abdelhadi, N., & Drach‐Zahavy, A. (2012). Promoting patient care: work engagement as a mediator between ward service climate and patient‐centred care. 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