Soft HRM practices, organizational commitment, work-related support and employee engagement in Bangladesh banking sector

Although employee engagement has got a great attention among the industry practitioners in recent times, it requires more considerations particularly in the academic literature. Due to the inconclusive results of previous studies on the antecedent factors of employee engagement, this study empirical...

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Main Author:	Aktar, Alima
Format:	Thesis
Language:	eng eng
Published:	2018
Subjects:	HF5549-5549.5 Personnel Management Employment
Online Access:	https://etd.uum.edu.my/7429/1/s95931_01.pdf https://etd.uum.edu.my/7429/2/s95931_02.pdf
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id	my-uum-etd.7429
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
advisor	Pangil, Faizuniah
topic	HF5549-5549.5 Personnel Management Employment
spellingShingle	HF5549-5549.5 Personnel Management Employment Aktar, Alima Soft HRM practices, organizational commitment, work-related support and employee engagement in Bangladesh banking sector
description	Although employee engagement has got a great attention among the industry practitioners in recent times, it requires more considerations particularly in the academic literature. Due to the inconclusive results of previous studies on the antecedent factors of employee engagement, this study empirically investigate the relationship between HRM practices and employee engagement among the banking employees. This study also determines whether organizational commitment can act as a mediator on HRM practices-employee engagement linkage and work-related support (i.e. supervisor, co-worker and organizational) can moderate the relationship between organizational commitment and employee engagement. The research framework of this study is developed under the norms of social exchange theory (SET). Self-administered questionnaires are distributed to the banking employees who are working in Dhaka city in Bangladesh. A total of 383 banking employees are involved in this survey study confirming a response rate of 72%. This study utilizes the partial least squares structural equation modeling (PLS-SEM) to analyze and establish the reliability and validity of measurement model and to investigate the relationships of structural model. The findings of this study show that all the HRM practices namely career advancement, employee participation, job security, performance feedback, rewards & recognition, training & development are significantly and positively related to employee engagement. Furthermore, this study also found that organizational commitment partially mediates the relationship between HRM practices and employee engagement. In addition, results of this study show that work-related support namely supervisor support and organizational support can moderate the relationship between organizational commitment and employee engagement while co-worker cannot act as a moderator. This study further discusses the theoretical contribution and managerial implications for academics and professionals. The limitations of this study are also discussed and addressed with some valuable recommendations for further research directions.
format	Thesis
qualification_name	Ph.D.
qualification_level	Doctorate
author	Aktar, Alima
author_facet	Aktar, Alima
author_sort	Aktar, Alima
title	Soft HRM practices, organizational commitment, work-related support and employee engagement in Bangladesh banking sector
title_short	Soft HRM practices, organizational commitment, work-related support and employee engagement in Bangladesh banking sector
title_full	Soft HRM practices, organizational commitment, work-related support and employee engagement in Bangladesh banking sector
title_fullStr	Soft HRM practices, organizational commitment, work-related support and employee engagement in Bangladesh banking sector
title_full_unstemmed	Soft HRM practices, organizational commitment, work-related support and employee engagement in Bangladesh banking sector
title_sort	soft hrm practices, organizational commitment, work-related support and employee engagement in bangladesh banking sector
granting_institution	Universiti Utara Malaysia
granting_department	School of Business Management
publishDate	2018
url	https://etd.uum.edu.my/7429/1/s95931_01.pdf https://etd.uum.edu.my/7429/2/s95931_02.pdf
_version_	1747828217098534912
spelling	my-uum-etd.74292021-08-09T03:47:02Z Soft HRM practices, organizational commitment, work-related support and employee engagement in Bangladesh banking sector 2018 Aktar, Alima Pangil, Faizuniah School of Business Management School of Business Management HF5549-5549.5 Personnel Management. Employment Although employee engagement has got a great attention among the industry practitioners in recent times, it requires more considerations particularly in the academic literature. Due to the inconclusive results of previous studies on the antecedent factors of employee engagement, this study empirically investigate the relationship between HRM practices and employee engagement among the banking employees. This study also determines whether organizational commitment can act as a mediator on HRM practices-employee engagement linkage and work-related support (i.e. supervisor, co-worker and organizational) can moderate the relationship between organizational commitment and employee engagement. The research framework of this study is developed under the norms of social exchange theory (SET). Self-administered questionnaires are distributed to the banking employees who are working in Dhaka city in Bangladesh. A total of 383 banking employees are involved in this survey study confirming a response rate of 72%. This study utilizes the partial least squares structural equation modeling (PLS-SEM) to analyze and establish the reliability and validity of measurement model and to investigate the relationships of structural model. The findings of this study show that all the HRM practices namely career advancement, employee participation, job security, performance feedback, rewards & recognition, training & development are significantly and positively related to employee engagement. Furthermore, this study also found that organizational commitment partially mediates the relationship between HRM practices and employee engagement. In addition, results of this study show that work-related support namely supervisor support and organizational support can moderate the relationship between organizational commitment and employee engagement while co-worker cannot act as a moderator. This study further discusses the theoretical contribution and managerial implications for academics and professionals. The limitations of this study are also discussed and addressed with some valuable recommendations for further research directions. 2018 Thesis https://etd.uum.edu.my/7429/ https://etd.uum.edu.my/7429/1/s95931_01.pdf text eng public https://etd.uum.edu.my/7429/2/s95931_02.pdf text eng public http://sierra.uum.edu.my/record=b1696768~S1 Ph.D. doctoral Universiti Utara Malaysia A. Agarwal, U. (2014). Examining the impact of social exchange relationships on innovative work behaviour: Role of work engagement. Team Performance Management, 20(3/4), 102-120. A. Agarwal, U. (2014). Linking justice, trust and innovative work behaviour to work engagement. Personnel Review, 43(1), 41-73. Aarabi, M. S., Subramaniam, I. D., & Akeel, A. B. A. A. B. (2013). Relationship between motivational factors and job performance of employees in Malaysian service industry. Asian Social Science, 9(9), 301-310 Acuna, E., & Rodriguez, C. (2004). A meta analysis study of outlier detection methods in classification. 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Soft HRM practices, organizational commitment, work-related support and employee engagement in Bangladesh banking sector

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