The influence of employee participation, rewards and recognition, job security, and performance feedback on employee engagement

Abstract

The fundamental goal of this research was to develop a model of employee engagement from the perspective of private sector employees in Melaka, Malaysia, which can be added to the body of knowledge. It was carried out to determine the relationships between employee participation, job security, performance feedback, as well as rewards and recognition on employee engagement. This study found that all tested variables are positively related to employee engagement. Based on the findings, it is recommended that the private sector should prioritise efforts that enhance employee participation, provide robust career package and constant feedback. Employees’ contributions also need to be adequately recognised at all levels to ensure organisations are able to enhance its performance.

Examining the Antecedents and Consequences of Employee Engagement on Temporary Agency Workers in a Partner-led Environment

“…The notion of reward infers that something will be given in return for services or good done, whereas recognition reflects formal acknowledgement for noticing something completed or a job well done (Quay & Yusof, 2022). According to Hansen, Smith and Hansen (2002) rewards and recognition are separate constructs and should be treated as so in the research.…”