The impact of leadership style, training effectiveness, job satisfaction, and work-life balance on employee engagement in the China textile industry

• Main Author: Congyi, Li
• Format: Thesis
• Language: English; English
• Published: 2024
• Subjects: HD58.9 Organizational Effectiveness.
• Online Access: https://etd.uum.edu.my/11449/1/permission%20to%20deposit-grant%20the%20permission-s831588.pdf; https://etd.uum.edu.my/11449/2/s831588_01.pdf; https://etd.uum.edu.my/11449/

This research investigates the impact of leadership style, training effectiveness, job satisfaction, and work-life balance on employee engagement within the China textile industry, specifically focusing on Foshan City Chaorong Textile Co., Ltd. Drawing upon existing literature on organizational behavior and employee engagement, the study examines how these factors influence overall employee engagement. The study underscores the importance of supportive and inclusive leadership practices and high job satisfaction in fostering a motivated and engaged workforce, despite job satisfaction showing a weak negative relationship. Conversely, training effectiveness and work-life balance appear to have minimal impact within the surveyed companies. A survey conducted using a self-designed questionnaire among 175 employees selected through multi-stage sampling, The data collected were analyzed using IBM Statistical Package for Social Science (SPSS) version 29, Then findings of the study indicated that out of the 4 hypotheses, 2 were positively supported and 2 were not supported. Hence, based on the analysis, the study revealed that Leadership Style and Work life Balance were significantly and positively contributed to Employee Engagement, while Training Effectiveness and Job Satisfaction were significantly and negatively contributed to Employee Engagement. The study's findings are expected to benefit both employees and human resource personnel by providing insights into factors influencing employee engagement, which can be used to develop strategies for a supportive work environment. It recommends focusing on strengthening leadership support and enhancing job satisfaction to boost employee engagement, while still considering comprehensive training programs and promoting work-life balance as part of a holistic approach to employee well-being.