The Employee’s Personal Character and its Imperative in the Post-Covid-19 Pandemic World

Ranasinghe³

2022

TSEJ

Employee engagement builds positive attitudes toward the organization. According to researchers, no studies have examined the mediated relationship of employee engagement between high-performing work practices, religiosity, personal character, leadership and work-life balance, and performance in banking. Two hundred managers were randomly selected from banks in Sri Lanka, and data were collected using a structured online questionnaire. The results showed a mediating relationship of employee engagement between high performance practices, religiosity, and job performance. The results of this study add new insights to systems theory and are necessary for policymakers and practitioners to improve performance in the banking sector.

Employee Engagement System: Empirical Evidence From the Sri Lankan Banking Sector

Ranasinghe³

2022

TSEJ

Mediating Role of Employee Engagement on the Relationship Between Workplace Spirituality and Employee Job Performance

Ranasinghe³

2022

TSEJ

Self Cite

Employee engagement develops positive attitudes towards the organization among employees. According to the researchers' knowledge, no investigation focused on investigating the mediating relationship of employee engagement between high-performance work practices, religiosity, personal character, leadership and work-family life balance, and job performance in the banking sector. Two hundred managers were randomly selected from banks in Sri Lanka and collected data using an online structured questionnaire. The results showed a mediating relationship of employee engagement between high-performance work practices, religiosity, and Job performance. The findings of this study add new knowledge to system theory and are essential for the policymakers and practionnaires to improve job performance in the banking sector. This study explores the relationship between high-performance work practices, religiosity, personal character, leadership and work-family life balance, and job performance and the mediating impact of employee engagement on the relationship between the variables in the banking sector. This study confirms the questionnaire's reliability and validity and adopts a partial least squares modeling method to examine the relationship. Our findings provided empirical evidence for the hypothesized relationships between employee engagement as a mediator between high-performance work practices, religiosity, and job performance. Our research findings have implications for policymakers and banking sector companies. Initially, it is essential to consider by policymakers such as the central bank Security Exchange Commission to introduce policies to improve high-performance work practices to improve job performance through employee engagement. In addition, Bank authorities should consider adopting religiosity and high-performance practices to improve job performance, which is essential to achieving higher organizational performance. The study's findings should be viewed in light of the study's limitations, which could open up a new research direction. Despite its usefulness in establishing the directional relationships among variables, cross-sectional surveying has limitations in drawing causal judgments. Future research can track the mediating relationship of employee engagement between religiousity and high-performance work practices over time using a longitudinal methodology. In addition, future researchers can establish a relationship with other sectors such as manufacturing, hospitality, plantations, etc, to generalize the results.

The Intervening Effect of Employee Engagement on the Relationship Between High Performance Work Practices and Employee Job Performance

2022

TSEJ

It is evident that high performance work practices are bringing competitive advantage to the organizations. On the other hand, employee engagement is all about employee’s cognitive, emotional and behavioral involvement of his/her job as well as with the organization. The purpose of this study was to investigate the intervening role or the mediating role of employee engagement on the relationship between high performance work practices and employee job performance. Methodology. Data gathered from 135 managerial level employees in the Sri Lankan public listed banks. Hypothesis was developed based on the theoretical assertions and empirical evidence. Three hypotheses were tested in a non-contrive study setting as a cross sectional study. After the reliability is ensured the correlation, regression and sobel test used to examine the hypothesized relationships. Results The findings of this study reveals that significant mediating effect of employee engagement on the relationship between High Performance Work practices and employee job performance. Practical Implications This study is beneficial for the banks to improve their job performance by adopting high performance work practices including realistic job preview, pay for performance, staff attitude surveys, self-directed teams, regular appraisals, extensive training and symbolic egalitarianism. Originality. This study makes two theoretical contributions. A novel theoretical framework built on the foundation of system theory is presented first, laying the groundwork for further investigation. Secondly, this study adds new knowledge to signaling theory by ensuring the high-performance work practices such as symbolic egalitarianism signals the employee that the organization recognize their worth and enhance and their job performance.