Integrative Leadership is a Precursor of Engagement of Bank Employees in Pakistan

Abstract

The purpose of this study was twofold: to examine the relationship and determine the predictive power of integrative leadership on employee engagement. To achieve the mentioned objectives, the quantitative research method was employed and data was collected through survey questionnaire from 1000 operational employees of all 21 private banks in Pakistan. The sample of 819 respondents was utilized for final analysis. Two stage sampling method was performed; non-probability sampling and stratified random sampling. The data analysis was done by use of correlation and multiple regression. The result indicated a positive correlation among all of the nine constructs of integrative leadership with employee engagement and the six constructs of integrative leadership significantly predicted employees' engagement in private banks in Pakistan. Additionally, analysis of variance was performed to assess the differences in employee engagement among the respondents' demographic characteristics. The ANOVA result showed that the employees working in a

Factor that Influences the Commitment of Sports Volunteers among Students at Yayasan Sukarelawan Siswa

“…Besides, 3.30%, 4.40%, and 3.30% used May, Gilson and Harter's ( 2004) tools (Mani, 2011), Rich et al's (2010) tools (He et al, 2013), Khan's (1990) engagement scales (Imam & Shafique, 2014) respectively. Furthermore, precisely 12.09% applied others' measurement tools of employee engagement such as Thomas's (2007) tools (Dajani, 2015); Lee's (2012) scale (Hassan, Hassan, & Shoaib, 2014); Fine et al's (2010) scale (Shaikh & Akaraborworn, 2017); Wellins, Bernthal and Phelps's ( 2004) scale (Muduli et al, 2016); Robinson et al's (2004) scale (Busse & Regenberg, 2018); Towers Watson's scale (2010) (Besieux et al, 2015).…”