I would like to express my heartfelt gratitude to those who have supported and helped me in achieving the objective of this research. I would like to dedicate my FYP to my family, who have always supported and encouraged me throughout my life and throughout this research. This research paper is submitted in partial fulfillment of the requirement for Bachelor in International Business (HONOURS).
Magazines and articles were used and adopted in this research for further research and to build the questionnaire. The sampling technique used in this research is snowball sampling and the sample size used is 200 respondents. The analysis that was carried out in this research is descriptive analysis, Pearson correlation, Multiple regression analysis and significance test.
RESEARCH OVERVIEW
- Introduction
- Research Background
- Problem Statement
- Research Objectives
- General Objective
- Specific Objectives
- Research Questions
- Research Significance
- Conclusion
To determine the impact of employee engagement in the industrial sector due to the Covid 19 pandemic. To identify the link between work-life balance and employee engagement in the industrial sector due to the Covid 19 pandemic. To identify the relationship between perceived organizational support and employee engagement in the industrial sector due to the Covid 19 pandemic.
To determine the relationship between job satisfaction and employee engagement in the industrial sector due to the Covid 19 pandemic. Is there any relationship between work-life balance and employee engagement in the industrial sector due to the Covid 19 pandemic. Is there any relationship between job satisfaction and employee engagement in the industrial sector due to the Covid 19 pandemic.
LITERATURE REVIEW
- Introduction
- Underlying Theories
- Job Demand Resources Model (JD-R model)
- Review of Variables
- Employee Engagement
- Work-Life Balance
- Perceived Organizational Support
- Job Satisfaction
- Conceptual Framework
- Hypothesis of the study
- Relationship between work-life balance and employee engagement
- Relationship between job satisfaction and employee engagement
- Conclusion
A key finding of the research revealed that work-life balance is directly related to staff retention and employee engagement (Qayed Al-Emadi et al., 2015). Finally, 47 respondents aged 30 and over (22.7%) were a smaller group of respondents among all respondents. From Table 5.3, the researcher can conclude that JS (0.620) has a strong positive correlation with the dependent variable.
The role of workplace spirituality and employee engagement in enhancing job satisfaction and performance. I am currently doing my Final Year Project (FYP) on "The Impact of Work Life Balance (WLB), Perceived Organizational Support (POS) and Job Satisfaction (JS) on Employee Engagement (EE) due to Covid The 19-pandemic in the industrial sector” The purpose of this study is to study and analyze the factors that affect employee engagement in the industrial sector due to Covid 19. Direction: This section will examine employee engagement in the industrial sector due to the Covid 19 pandemic.
RESEARCH METHODOLOGY
Introduction
Research Design
The researcher can find out the solutions for the research topic, hypothesis of the text and evaluate the results using the information obtained. In this study, the researcher has chosen snowball sampling, one of the non-probability sampling methods. The researcher's details are included in this questionnaire and the rationale for its distribution is attached.
Therefore, this outcome suggests that the internal reliability is significant, indicating that the researcher can continue with the study. In this chapter, the researcher collected data from 200 questionnaires, and the results are analyzed using SPPS software. From the result of the R-square, the researcher understands that 39.3% of the variation in the dependent variable, employee engagement, is influenced by the independent variables: WLB, POS and JS.
However, the researcher understands that the independent factors in this research will still affect the dependent variable. From the first demographic, the researcher can summarize that most respondents are between with 104 respondents. From the table and figure 4.6, the researcher can conclude that most respondents answered no (70.0%) which means that most of the employees' work engagement has not been affected due to the Covid-19 pandemic.
From table 4.10 the researcher can conclude that the independent variables can explain 39.3% of the variation in the dependent variable, while balance of 60.7%. Moreover, the researcher can summarize from table 4.11 that the hypothesis is supported as the independent variables significantly influence the dependent variable. While the researcher can summarize from table 4.12 that JS is the most significant variable affecting EE.
The researcher can conclude that JS has a positive relationship with EE, and WLB and POS have an insignificant relationship with EE.
Data Collection Methods
- Primary Data
Sampling Design
- Target Population
- Sampling Frame and Location
- Sampling Technique
- Sampling Size
Sampling design refers to the division of the larger population to conclude standard characteristics shared by the entire population. The five parts of sampling design are the target population, sampling frame and location, sampling technique, sample size and sampling process execution (Saunders et al., 2009). The relevant group is selected by its clear and visible characteristics, and the study must target this population (Zikmund et al., 2010).
A sample frame refers to the working population and specific sets of components that can be derived as a sample (Zikmund et al., 2010). In this research, the researcher does not select any particular group to develop an acceptable sampling frame, and Malaysia is the sample location for this study. There are two sampling techniques: probability sampling approach and non-probability sampling approach (Zikmund et al., 2010).
Non-probability sampling involves making non-random selections based on the non-probability sampling methods to facilitate data collection (guidance, 2019). Snowballing is the practice of questionnaire respondents encouraging the public to participate in research. The researcher used a snowball method for this study as the respondents from different industry sectors will disseminate the questionnaire to people around them.
Therefore, it is recommended to use a rule of thumb to determine an appropriate sample size, between 30 and 500 participants, unless the result is a Type II error if the sample size is greater than 500. Additionally, a smaller sample size is 230 participants. will reduce the time required for data collection (Menon et al., 2020). In this study, the researcher selected a sample size of 230 questionnaires delivered to various industry sectors across Malaysia, but received only 205 respondents in return.
On the other hand, after going through the questionnaire, five respondents obtained by the researcher are not usable.
Research Instrument
- Research Questionnaire
In addition, the outcome in Table 4.9 represents the relationship between WLB and EE as a moderately positive relationship coefficient: 0.439. In addition, the result in Table 4.9 indicates the relationship between POS and EE as a moderately positive relationship coefficient: 0.432. Table 4.9 shows the relationship between JS and EE as a strongly positive relationship coefficient: 0.620.
Construct Measurement
- Origin and Construct Measurement
- Scale of Measurement
Data Processing
- Data Editing
- Data Coding
- Data Transcribing
- Data Cleaning
Data processing refers to a procedure that includes the preparation and analysis of findings (Zikmund et al., 2010). This process includes data adjustment, editing and change of information is applied if there were any errors in the survey at this stage to ensure uniformity and readability (Zikmund et al., 2010). The coded data will then be adequately transcribed into SPSS software after being reviewed, updated and coded.
The last process is data cleansing, which refers to detecting and removing inaccuracies in data collection caused by erroneous data entry.
Data Analysis
- Reliability Analysis
- Inferential Analysis
- Pearson Correlation Coefficient Analysis
- Multiple Regression Analysis
Reliability analysis is how the measurements were characterized as error-free, showing accuracy and consistency to provide reliable results (Bougie & . Sekaran, 2016). Acceptable reliability is defined as alpha of 0.60 or below when the correlation ranged from exactly zero - exactly one (Malhotra, 2010). When the alpha is close to one, the reliability coefficient is more reliable (Bougie & Sekaran, 2016).
This study used inferential analysis to evaluate and justify all IVs in this study in correlation with DVs. Pearson's correlation coefficient refers to a quantitative metric that shows the degree, intensity, and significance of the linear relationship between IV and DV (Bougie & Sekaran, 2016). Pearson's correlation coefficient analysis examines the correlation between two Likert scale variables and the dependent variables in Section C.
At the time of one-to-one testing, the analysis is an appropriate approach to analyze the correlation between IV and DV. Each variable parameter is weighted, with the weights indicating its influence on the overall prediction (Moore & Wong, 2006). Multiple regression analysis was used to measure the relationship between all IVs and DVs in this study.
Conclusion
DATA ANALYSIS
- Introduction
- Descriptive Analysis
- Demographic Profile and General Information
- Reliability Analysis
- Pearson Correlation Analysis
- Multiple Linear Regression Analysis
- Test of Significant
- Conclusion
In addition, two of the 200 respondents are from the retail trade, which is the second option in the questionnaire—. According to the table and figure above, most of the individuals out of 200 respondents, 145 respondents answered no (70%) and 62 respondents answered yes (70%) to the question. According to the above results, job satisfaction had the highest correlation with employee engagement, which is 0.620; this indicates that there is a strong positive relationship between JS and EE.
The ANOVA outcome indicates that the model used in this study contributed significantly to the investigation of the relationship between independent variables: WLB, POS and JS and dependent variable EE. If a unit change in the independent variable affects the dependent variables, the non-standardized coefficient is applied. The above standardized coefficients show that JS with a beta of 0.636 is the most crucial factor influencing EE.
The multicollinearity statistics among the variables above show that JS with VIF 2.595 is the most significant variable affecting EE. Based on Table 4.12, the p-value of POS is more than the significant level, which indicates that H0 is accepted, but H2 is rejected. H0: Job satisfaction has no relationship with employee involvement H3: Job satisfaction has a relationship with employee involvement.
DISCUSSION AND CONCLUSION
Introduction
Summary of Statistical Analyses
- Descriptive Analysis
- Demographic Profile and General Question
- Reliability Analysis
Pearson Correlation Analysis
Multiple Linear Regression Analysis
Discussion of Major Findings
- Relationship between work-life balance and employee engagement
- Relationship between perceived organizational support and employee
- Relationship between job satisfaction and employee engagement
Implications of the study
- Work-Life Balance
- Perceived Organizational Support
- Job Satisfaction
Limitation of the Study
- Limited Variables
- Lack of Comprehension of The Questionnaire Questions
Recommendation for Future Research
- Consideration of Other Variables
- Consideration of Qualitative Data Collection Method
- Construct a Bilingual Survey
Conclusion
QUESTIONNAIRE
SPSS OUTPUT
Influence of work-life balance, perceived organizational support and job satisfaction on employee engagement due to the Covid-19 pandemic in the industrial sector” is the title of this study. I aimed to analyze the relationship between employee engagement and the independent factors in this study. According to (Kahn, 1992), employee engagement refers to 'the benefits that the organization's workforce' derive from their duties; in the engagement, the persons employ and present themselves physically, cognitively and emotionally through work roles.'
Emotional commitment refers to employees' sense of connection and trust in the company and its employees - the technique of controlling personal emotions while working is known as emotional engagement. Is there any relationship between perceived organizational support and employee engagement in the industrial sector due to the Covid 19 pandemic. Direction: This section aims to examine the factors that influence employee engagement in the industrial sector due to the Covid 19 pandemic.
