Factors Influencing Employee Engagement in a Financial Institution

Ibrahim, Hadziroh; Rodzi, Mohd Hadi Alya Mohd; Zin, Md. Lazim Mohd

doi:10.33166/acdmhr.2021.01.004

Cited by 3 publications

(14 citation statements)

References 36 publications

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“…The result from the second hypothesis of this study, H2, is that training and development has no positive effect on employee engagement. This contradicts a previous study which showed that training and development positively affects employee engagement (Ibrahim et al, 2021). Our result also contradicts Afroz (2018), whose findings revealed that respondents had regularly engaged in training programs provided by their employer.…”

Section: Discussioncontrasting

confidence: 99%

“…Previous research has demonstrated that SET can influence organizational behavior, particularly when employees have spent the majority of their lives at work. Rewards for their efforts such as training, development, compensation, and recognition, should be provided (Ibrahim et al, 2021 ). This theory was established in studies that examined the impacts of perceived justice, human resource development and identification, and ethical climate on employee engagement and satisfaction (O'Connor and Crowley-Henry, 2019 ).…”

Section: Theoretical Underpinningsmentioning

confidence: 99%

“…This theory was established in studies that examined the impacts of perceived justice, human resource development and identification, and ethical climate on employee engagement and satisfaction (O'Connor and Crowley-Henry, 2019 ). Ibrahim et al ( 2021 ) argue that SET was developed to examine progress since this theory is the most effective way to explain social exchanges between employees and organizations in terms of behavior and results. The Social Exchange Theory is also utilized in numerous studies to forecast individual behavior (Uddin et al, 2019 ).…”

Section: Theoretical Underpinningsmentioning

confidence: 99%

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Employee engagement during COVID-19 in Malaysia

Mustaffa

Lajuma²,

Wider³

2022

Front. Sociol.

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This objective of this study was to examine the effects of communication, training and development, and transformational leadership on employee engagement during COVID-19 in Malaysia. Four hundred individuals were recruited, and data were analyzed using partial least square structural equation modeling (PLS-SEM). Communication, training and development, and transformational leadership were found to positively affect employee engagement. In the midst of the COVID-19 outbreak, this study investigated the aforementioned factors as part of the reciprocal process between the employee and the employer and their effects on employee engagement, thereby making original theoretical contributions. This study also provides vital insights for businesses to consider when designing effective employee engagement plans for future well-being in the workplace.

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Section: Discussioncontrasting

confidence: 99%

Section: Theoretical Underpinningsmentioning

confidence: 99%

Section: Theoretical Underpinningsmentioning

confidence: 99%

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Employee engagement during COVID-19 in Malaysia

Mustaffa

Lajuma²,

Wider³

2022

Front. Sociol.

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“…Training plays uncountable roles in the banking sector of Bangladesh, from skill development to employee performance; moreover, it is recommendable that training should be included as a core part of the organizational policy (Ibrahim, Rodzi, & Zin, 2021). Gary Dessler defined training as the process of teaching new employees the basic skills they need to perform their jobs.…”

Section: Trainingmentioning

confidence: 99%

Employee Engagement Practices in Banking of Bangladesh: An Analysis and Evaluation of Critical Success Factors

2021

JIBM

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This paper focuses on the factors that are inextricably related to the employee engagement process. The study has scrutinized the factors, which are more potent on employee engagement regarding the banking sector in Bangladesh. Some components, for instance, performance management system, goals, leadership, have outplayed the other factors and acted as a mediator to the employee performance enhancement. Data was collected from the 120 full-time employees from 14 banks in Mymensingh and around that district by the survey method. The Principal Component Analysis (PCA) and Factor Extraction have been executed to find the successful factors; the study shows that there are some latent factors, and by selecting the significant factors, employee engagement can be enhanced more effectively. On that note, the examination of eight success factors led to make a cluster into three major components. Consequently, the first component has been labelled as a performance management agreement that consists of a performance management system and leadership agreement, the second component as an awareness of goals and objectives which comprises of the plan and, the final component as a leadership role on an understanding job that subsumes leadership roles. In addition to that, data has collected from diverse groups and locations followed by convenient sampling and, sometimes responses were oblique because respondents felt intimidated by supervisor reaction about discriminated leadership style. The results depict that success factors are influencing the employee engagement process and also suggests that management should focus on the elements to get the best outcome of performance management.

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“…Development also reflects several concepts consisting of greater maturity, emotional development, and periodic corporate self-confidence improvement that can identify new competencies and skills needed by employees in running the company's business processes (Dachner, Ellingson, Noe, & Saxton, 2021). Training and development have significant implications for employee engagement (Abogsesa & Kaushik, 2018;Ibrahim, Rodzi, & Zin, 2021;Nasidi, Waziri, Sunday, & Halim, 2020;Siddiqui & Sahar, 2019). It is one of the main elements in successfully implementing employee engagement.…”

Section: Introductionmentioning

confidence: 99%

How Great are Implication Factors for Employee Engagement in Application-Based Technology Company?

Azmy¹

2022

Binus Business Review

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Dimensions of organizational culture, training and development, job environment, and supervisor relationship have implications for employee engagement. Employee engagement is needed to produce high-quality work results in the application company. The purpose of the research was to analyze the factors with implications for employee engagement. The research objective was an application-based technology company in Indonesia. The sampling approach used a stratified method. Then, the number of respondents was 100 people. Meanwhile, the analysis method applied Partial Least Square (PLS). The results reveal that four variables have implications for employee engagement. The training and development dimension has the highest implications for employee engagement. The company must implement organizational culture in accordance with its core business values. Then, the conduciveness of the work environment must be increased to provide a positive psychological effect for employees. Similarly, supervisor relationships must be well maintained to monitor the work process. These four variables prove that the application-based technology company needs an increase in employee engagement to generate new business ideas. Innovation and creativity can be generated through employee engagement. The conclusion is that application-based technology company must pay attention to the application of culture organization and the sustainability of training and development programs, provide a comfortable job environment, and maintain supervisor relationships with their employees.

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Factors Influencing Employee Engagement in a Financial Institution

Cited by 3 publications

References 36 publications

Employee engagement during COVID-19 in Malaysia

Employee engagement during COVID-19 in Malaysia

Employee Engagement Practices in Banking of Bangladesh: An Analysis and Evaluation of Critical Success Factors

How Great are Implication Factors for Employee Engagement in Application-Based Technology Company?

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