The relationship between employee engagement and organisational commitment has been established and documented in past literature. Hitherto, they are still very relevant and remain a pertinent subject to be discussed, especially with the rapid evolution of business and adjustments in the economic setting. However, much of the focus of past studies were surrounding employee engagement divulging organisational commitment. Only a few studies on the impacts of employee engagement on normative commitment have been shown, especially in Malaysia’s oil and gas industry. We do not adequately know how employee engagement is associated with normative commitment. Hence, this study goals to examine the effects of employee engagement on normative commitment. Two hundred fifty offshore employees participated in this study. Subsequently, 234 completed responses were collected, and Partial Least Squared-Structural Equation Modelling were used to analyse the data using SmartPLS 3.3.2 version. The findings advise that employee engagement, particularly organisational engagement dimension, has a positive relationship with both normative commitment dimensions among offshore employees in Malaysia. This study provided oil and gas organisation with an improved insight and understanding of the significance of the organisational engagement aspect in improving employees’ level of normative commitment among offshore employees. Because of the recent pandemic outbreak, future studies should consider the organisational support rendered by the organisation to offshore employees in predicting the new norms for oil and gas companies. Future studies should also utilise the qualitative approach or employ the Partial Least Square-Multi-Group Analysis (PLS-MGA) to examine whether ethnicity, working tenure, and working locations play an essential role in the relationship between employee engagement and normative commitment.

With the fast growth of business and rapid changes in the economic landscape, organisational commitment remains an important subject to be discussed in any part of an organisation. Thus, the present study examines the effects of perceived organisational support on organisational commitment among offshore employees in Malaysia. A study was conducted by distributing online questionnaire via Google Forms among offshore employees. A total of 246 completed responses were collected, and data collected were then analysed using PLS-SEM 3.3.2. The outcomes suggest that all dimensions of perceived organisational support have a significant relationship towards organisational commitment among offshore employees in Malaysia, except for supervisor support.

With the new norm in business environment post-COVID-19 outbreak in late 2019, most of the organisation struggles in adapting to address unprecedented changes that indirectly affect the organisation's relationships with its own employees. Thus, employee engagement still remains a relevant subject to be discussed. There were limited studies that have been carried out on the impacts of coworkers support on employee engagement, especially in the Malaysian oil and gas industry. Therefore, this study examines the effects of coworkers support towards employee engagement among the offshore employees in Malaysia. A study was conducted through an online questionnaire via Google Forms approach where 250 offshore employees participated and data were then analysed by utilizing Partial Least Squared-Structural Equation Modelling using SmartPLS 3.0. The findings suggest that coworkers support has a positive relationship with both employee engagement dimensions among offshore employees. This study had provided oil and gas companies with a better insight and understanding of the importance of the coworkers support aspect in improving employees' level of employee engagement among offshore employees. Future studies should also consider examining whether supervisor support and management support at offshore locations play an important role in enhancing the level of employee engagement.