Perceived Organizational Support and Rewards Factor as Drivers of Employee Engagement

• Auteur principal: Teofisto, Mensielito A.
• Format: Thèse
• Langue: anglais
• Publié: 2010
• Sujets: HF5549-5549.5 Personnel Management. Employment
• Accès en ligne: https://etd.uum.edu.my/2793/1/Mensielito_A._Teofisto.pdf

Employee Engagement has become a management priority in the highly-competitive business world. Organizations periodically conduct surveys to assess the engagement levels of their employees. Results of these assessments are then analyzed and acted upon as part of organizations' business plans. Company X, a multinational company with business operations in Malaysia, is one of the several organizations with business plans ,that have human resource components in it. These plans include strategies which are aimed at driving employee engagement at all levels of the organization. This study examines the relationship between employee engagement and the two independent variables of perceived organizational support and rewards factor. In addition, it seeks to establish which between the two independent variables is perceived by participants to be the more effective engagement driver. The study was conducted through a quantitative method of research. A structured questionnaire was administered to collect data for hypothesis testing. Participants in this study are manufacturing technicians on Team 4 in the Penang factory of Company X. Results of the study show that there is a significant correlation between the dependent variable of employee engagement and independent variables of perceived organizational support and rewards factor. The study also shows that participants believe that perceived organizational support is a more effective engagement driver in comparison to rewards factor.