Antecedents And Consequences Of Employee Engagement In The Sudanese Banking Sector
| dc.contributor.author | Amin Hassan Omar, Alaa | |
| dc.date.accessioned | 2016-10-24T04:20:39Z | |
| dc.date.available | 2016-10-24T04:20:39Z | |
| dc.date.issued | 2015-10 | |
| dc.description.abstract | This study investigates systematically the antecedents of employee engagement, namely, employee communication, perceived organizational and supervisor support, authentic leadership, rewards and recognition, training and career development and organizational justice and consequence (job performance) in the Sudanese banking sector. This study also examines the exchange ideology as a moderator in the relationship between the antecedents and engagement of frontline employee. The data were obtained by using a self-administered survey. Data collected were analyzed using principle components factor analysis, descriptive statistics, Pearson correlations, and hypotheses were tested using hierarchical multiple regression analysis. The findings indicate that employee communication, perceived organizational support, perceived supervisor support, leader's self-awareness, rewards and recognition, training and career development, and procedural justice had significant positive effects on job engagement. Additionally perceived organizational support, authentic leadership (rational transparency, internalized moral perspective, balanced processing of information, and self-awareness), rewards and recognition, training and career development, distributive justice, and procedural justice had significant positive effects on organization engagement. Results of this study showed that the two dimensions of employee engagement (job engagement and organization engagement) had a positive relationship with task performance and contextual performance. Further, the results indicate that the exchange ideology significantly moderates the relationship between self-awareness of the leaders and job engagement. In addition, it was found a moderating effect of exchange ideology on the relationship between perceived supervisor support and organization engagement. Based on the findings, theoretical and practical implications of the study were discussed. Limitations of the research were explained and suggestions for future research were also presented. | en_US |
| dc.identifier.uri | http://hdl.handle.net/123456789/2836 | |
| dc.language.iso | en | en_US |
| dc.publisher | Universiti Sains Malaysia | en_US |
| dc.subject | Sudanese banking sector | en_US |
| dc.title | Antecedents And Consequences Of Employee Engagement In The Sudanese Banking Sector | en_US |
| dc.type | Thesis | en_US |
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