Exploring the Vital Factors Influenced by Outcomes of Employee Engagement: A Qualitative Study among CEO in Malaysia's SMEs (original) (raw)
Related papers
Employee Engagement: A Qualitative Research on Critical Factors Within Malaysia's Sme Businesses
2015
Employee engagement has been acknowledged as a vital factor contributing to organizational success and could have positive implications in all aspects of any business. For Small and Medium Enterprises (SMEs), they have to also focus on employee engagement to be successful. Hence, the objective of this paper is to explore the critical factors of employee engagement outcomes at organizational levels within SME business in Malaysia. The respondents for this study will be drawn from SMEs’ top management in Malaysia. This study will be using convergent interviewing and content analysis as a data collection technique and data analysis technique respectively. Findings of this study are expected to make theoretical and managerial contributions.
Employee engagement outcomes at the organizational level within the Malaysia SME business
2017
Employee engagement has been acknowledged to help produce superior performance outcomes at the organizational level, but studies related to employee engagement outcomes are insufficient and there are limited investigations of this phenomenon in the context of Malaysia SME business. This gap was the impetus for the present research in identifying the factors of employee engagement at the organizational level. This research was guided by the following research problem: “how and why the factors of employee engagement outcomes at the organizational level could be established within the Malaysia SME business?” The synthesis of literature on employee engagement outcomes at the organizational level produced three research issues. In order to investigate these issues, a qualitative study was conducted and the respondents were identified using the snowballing sampling technique. 12 convergent interviews were conducted to confirm the factors of employee engagement outcomes at the organization...
Employee Engagement: A Study from the Private Sector in Malaysia
Employee engagement is a major problem in a private sector in Malaysia. This problem needs to be addressed urgently in order to cope with the uncertainty of turbulent industry condition. This paper attempts to determine the antecedents of employee engagement such as job autonomy, strategic attention, role benefit and goal setting in private sector in Malaysia. A survey method was used to collect 204 responses from private sector employees in Malaysia which are engaged in telecommunication, finance, IT, property and plantation. The result of the regression analysis has shown tremendous outcome indicated that job autonomy, goal setting and role benefit had significant effect on employee engagement in private sector industries. This study has given an important role to the organization in developing strategy for their human resource development to enhance productivity and reducing cost of hiring new employees. Keywords Employee Engagement, Job Satisfaction, Management Strategy, Private Sector, Malaysia
BAFE2017, 2017
Business entity either small and medium scale enterprises (SME) or manufacturing based entity play a big role towards economic growth in Malaysia, and in order to continue to sustain and elevate the economic growth, every business entities need to continue to sustain their larger asset in organisation, which is human capital. The focus of this paper to study on the relationship of four independent variables, mainly employees trust in management, perception on job security, elements of essential reward, and positive work environment towards developing employee engagement in a business entity towards achieving organisation objectives. A stronger employee engagement will bring a positive financial bottom-line, cohesive operational integration and sustainable business environment for an organization that would motivate employees to perform at effectively. This resulted in elevate higher organizational standards in entity performance. Social Exchange Theory and Motivation Theory are applied as reflection of employee engagement formulation. Empirical studies were conducted with data collected from employees from two business entity in Penang, Malaysia. Participant in the research was ranging from non-executives, executives and management level. Though this study, researcher found that elements of employees trust to their management, existence of elements of essential reward, and positive job environment contribute towards engaged employee for their business entity. This result gives suggestion for corporate captain on mechanism to develop the successful employee engagement.
Enhancing Employee Engagement for Small and Medium Enterprises in Taiwan
Information Resources Management Journal
The aim of the research is to study the employee engagement strategies utilised in Taiwan's SMEs from the perspective of the employees. In doing so, a qualitative research method was employed using semi-structured interviews. Nine participants from five sectors of SMEs (electronics & information, metal transportation, machinery and equipment, food manufacturing, and textile) were interviewed. The authors' results reveal that having high levels of engagement amongst employees in Taiwan's SMEs will bring about an increase in work commitment amongst employees which encourages productivity for the organisation. These findings hold several important theoretical and practical implications.
European Research Studies Journal, 2017
Nowadays, employee is considered essential in an organization. The active role of the employee should be concerned by practitioners and academicians. This study aimed to investigate the antecedent and consequent variables of employee engagement. Distributive justice, absorptive capacity, and job design were believed as the antecedent factors influencing work engagement. Meanwhile, organizational citizenship behavior was believed as the consequent or output factor of employee engagement. The respondents were 134 employees of SMEs in Central Java, Indonesia. The results showed that distributive justice and absorptive capacity influenced employee engagement, whereas job design had no significant influence on employee engagement. Moreover, employee engagement had an effect on organizational citizenship behavior
INVESTIGATING THE STATUS OF EMPLOYEE ENGAGEMENT IN SMES OF AN EMERGING ECONOMY: CASE OF INDIA
Economic and Social Development (Book of Proceedings), 42nd International Scientific Conference on Economic and Social Development, 2019
With the advances in globalization and growing diversity in the workforce, employee engagement is becoming inevitable for organization’s sustainability and success. However, most of the literature on engagement is based on studies conducted in large organizations despite the importance of SMEs in job creation and their economic contribution, little attention has been paid to this sector. Therefore, the paper aims to explore the current status of employee engagement in SMEs of an emerging economy, India. It also examines the key issues related to employee engagement and the three categories of engagement; vigor, dedication and absorption. The study follows a descriptive approach. Data were collected through self administered questionnaire from a random sample of 139 employees working in SMEs of Delhi NCR region. SPSS 25.0 was used to analyze the data. Overall, the results depict an encouraging representation of employee engagement among SME employees. Moreover, the vigor and dedication scales of engagement were found to be significant and strongly correlated. With limited resources, most SMEs face a major challenge to engage employees. Both, theoretical and practical implications can be drawn from this study. Since, little is researched on SMEs, this paper contributes to the current literature of employee engagement and application in SME sector. The study provides an insight into the current status of employee engagement, which would help managers of SMEs to devise new ways which could help improve the engagement among the workforce.
International Journal of Academic Research in Economics and Management Sciences, 2021
Employee engagement at the workplace has been a significant discussion among researchers and academicians. Most companies believe that employee engagement is the primary concern because employee engagement can positively impact their organisations. Many factors contributed to the employee engagement rate, coming from both the employer and the employees. One of the essential contributions to Malaysia's GDP is in the manufacturing sector. Therefore, to better understand this industry, the employee engagement of this sector needed to be studied. The purpose of this study is to examine the impact of organisational practices on employee engagement based on 76 sample respondents of a semiconductor manufacturing company based in Melaka, Malaysia. This paper uses a survey, SPSS and multiple regression analysis. The three dimensions of organisational practices, namely organisational culture, leadership style and compensation, explained 50.8 per cent of the variance in employee engagement. This study also evidences the significant relationship between organisational practices and employee engagement. This study contributes to the body of knowledge regarding the important influence of organisational practices on employee engagement in a semiconductor manufacturing company. The management may use the findings to enhance organisational practices that lead to more engaged employees.
An Exploratory Study on Employee Engagement and its Impact on Organizational Performance I
Employee Engagement has appeared on the management scene in a big way fairly recently. Employee engagement is the sum total of the work place behavior demonstrated by the people. Such behavior is characterized by, belief in organization, Drive to work to make things better, understanding of business context, Respect and support for others & Desire to learn new skills. The level of employee engagement affects key results such as sales, customer satisfaction, and innovation and employee turnover. An engaged workforce is capable of delivering sustained differentiation and significant competitive advantage. The present study is undertaken at manufacturing sector of Anand city, Gujarat. The aim of the study is to know the overall level of employee engagement and its impact on organizational performance. Sample covers 70 employees in the manufacturing unit, Anand, Gujarat. The findings of the present study are that organizations have often had a focus on how to generate engagement, rather than seeking objective ways to measure it. Results therefore show that there are no deeply disengaged administrative workers in the organization. They recognize that a highly engaged workforce can increase innovation, productivity, and bottom-line performance while reducing costs related to hiring and retention in highly competitive talent markets.
Multidisciplinary Journal of Technical University of Mombasa, 2021
In today’s global environment one of the major challenges is having engaged workforce in an organization. The workforce is one of the organization’s greatest assets. Employee engagement is the process of keeping employees engaged in the organization. It is one of the key fundamentals of making an organization competitive. The main objective of this study was to investigate the effect of employee engagement on performance of small and medium organizations in Mombasa County, Kenya. A positivist paradigm using descriptive research design was used. Stratified random sampling technique was used to interview respondents. The study sampled a total of 105 small and medium enterprises operators. A questionnaire with Likert-type interval scale anchored on a 5-point scale was used to collect data. Hypotheses were tested using Pearson’s product moment and multiple regression. Findings of the study indicated that most of the small and medium enterprises (SMEs) have not embraced the concept of em...