Thesis title Determinants of Work Engagement and the Mediating Role of Meaningful Work in Bangladesh Private Banks. Hierarchical regression analysis confirmed the positive significant effect of all determinants of work engagement in Bangladesh private banks.
INTRODUCTION
- Background to the Problem
- Problem Statement
- Overview of the Private Banks in Bangladesh
- Purpose of the Study
- Significance
- Theoretical Significance
- Managerial Significance
Therefore, it is observed that the country's context also affects the engagement level of the employees. Although the private banks of Bangladesh contribute significantly to the country's economy, the work engagement level of the employees is not properly addressed.
REVIEW OF THE LITERATURE
Organizational Resources
- Organization Climate
- Value Congruence
- HRM Practices
- Organization Support
- Fairness
Denison (1996) It is the employees' perception of the practices of the organization's policies and procedures as well as the expected behavior required of the employees. The employees' belief that the organizations recognize the effort in their work and care about their well-being.
Job Resources
- Autonomy
- Task Significance
- Social Support
- Performance Feedback
- Opportunities for Learning and Development
It gives employees the opportunity to become an active learner in their continuous development and to formulate plans for personal development. According to Akkermans et al. 2013), it gives employees the opportunity to become an active learner in their continuous development as well as formulate plans for personal development.
Personal Resources
- Self-efficacy
- Optimism
- Organization Based Self-esteem (OBSE)
- Hope
- Resiliency
According to COR theory, personal resources are characteristics of individuals that are associated with resilience. Finally, in the JD-R model, personal resources act as a mediator between job resources and work engagement (Xanthoupoulou et al., 2007).
Meaningful Work
- Origin of Meaningful Work
- Conceptualization of Meaningful Work
- Importance of Meaningful Work
Meaningful work as a psychological state of man where individuals consider and appreciate the work as meaningful as soon as they feel the importance of the works. According to them, meaningful work is defined as the individual's value in relation to the work goal according to their own standard.
Work Engagement
- Importance of Work Engagement
He defined employee engagement as a “positive, satisfying, work-related state of mind characterized by vigor, dedication, and immersion” (p. 74). According to them, it is a "positive, satisfying, work-related state of mind characterized by vigor, dedication, and immersion" (p. 72).
Theoretical Background
- Job Demand-Resource (JD-R) Model
- Conservation of Resource (COR) Theory
- Social Exchange Theory (SET)
In the JD-R model, job demands predict burnout, while insufficient job resources cause employee disengagement (Demerouti et al., 2001). Bridging the multi-level phase (macro and micro) is considered the strength of social exchange theory.
Hypothesis and Research Model Development
- Organizational Resources and Work Engagement
- Job Resources and Work Engagement
- Personal Resources and Work Engagement
- Meaningful Work and Work Engagement
- Mediating Role of Meaningful Work between Determinants (Organizational, Job and Personal Resources) and Work
The result identified that occupational competencies have a positive relationship with work resources (social support, autonomy, opportunity for development) and work engagement. They found that the job demands increase burnout, while job resources (job control, task clarity, opportunities for learning and development) increase job involvement of the employees. According to them, personal resources clearly explain the transition point between job resources and job involvement.
Previous research has provided insight into the effect of the relationship between personal resources and work engagement in different contexts. A similar result was shown in the study of Ven et al. (2011) where they have seen the positive effect of the relationship between personal resources (self-efficacy, optimism, resilience and hope) and work engagement. A number of researches have previously been conducted regarding the establishment of the relationship between resources and work engagement.
Much research has addressed the relationship between meaningful work, work resources and work engagement.
RESEARCH METHODOLOGY
- Research Design
- Explanatory Research Design
- Correlational Design
- Quantitative Research Method
- Survey Design
- Population and Sample
- Measurement
- Pilot Study
- Validity
- Content Validity Assessment
- Work Engagement Vigor
- Meaningful Work
- Organizational Resources Organization Climate
- Job Resources Autonomy
- Personal Resources Self-efficacy
- Reliability
- Data Analysis
The sample questions are: "I can use my own judgment to do my job." "I can work independently." The questionnaire is a 5-point Likert scale ranging from 1 (strongly disagree) to 5 (strongly agree). The sample questions are: "I have the opportunity to meet with others in my work." "People I work with are friendly." The questionnaire is a 5-point Likert scale ranging from 1 (strongly disagree) to 5 (strongly agree). The job itself gives me information about my performance.” The questionnaire is a 5-point Likert scale ranging from 1 (strongly disagree) to 5 (strongly agree).
I feel confident that I can achieve my work goals." The questionnaire is a 5-point Likert scale ranging from 1 (strongly disagree) to 5 (strongly agree). The sample questions are: "I am important." "I is effective." The questionnaire is a 5-point Likert scale ranging from 1 (strongly disagree) to 5 (strongly agree). I am energetic to achieve the work goal." The questionnaire is a 5-point Likert scale ranging from 1 (strongly disagree) to 5 (strongly agree).
I see the bright side of the problems that happen at work." The questionnaire is a 5-point Likert scale ranging from 1 (strongly disagree) to 5 (strongly agree).
DATA ANALYSIS AND RESARCH RESULT
- Respondents’ Profile
- Descriptive Statistics
- Correlation Analysis
- Hypothesis Testing
- Hierarchical Regression Analysis
- Model 2 Model 3 Model 4 Model 5 Gender
- Model 2 Model 3 Model 4 Model 5 Education
- Model 2 Model 3 Model 4 Model 5
- Mediation Testing
In step 3, one of the model variables, organizational resources were regressed on job involvement along with control variable. Finally, in step 5, personal resources were entered and work engagement was regressed through control and model variables. This can prove hypothesis 4 which stated that meaningful work has a positive influence on work engagement.
In step 3(a), all resources showed a decline in work engagement and there was a significant positive influence between the different resources. The table shows that the total effect between organizational resources and work engagement was β = 0.241, p = 0.000, which was reduced after adding the meaningful work. Both sources showed significantly less influence on work engagement after adding the meaningful work.
In summary, multiple regression analysis supported a partial mediation effect between resources and work engagement.
DISCUSSION
Summary
To validate the content of the items, a questionnaire was sent to two committee members of this study and two bank managers. In addition, it also analyzed the partial mediating effects of meaningful work on work engagement among the private bank employees in Bangladesh. From the hierarchical regression analysis, it is observed that all determinants have a significant impact on work engagement.
The results also showed that among the determinants, personal resources have the greatest influence on work engagement. The research also found that the relationships between organizational, job, personal resources and work engagement are mediated by meaningful work. Therefore, the result is validated and can be used as a reference for further studies regarding the development of work engagement.
Another finding on these demographic variables showed that gender (female) and tenure had a negative influence on work engagement in Bangladesh private banks.
Discussion
- Objective 1: Impact of Determinants on Work Engagement
- Demographic Variables and its Impact on Work Engagement in Bangladesh Private Banks
This study revealed a significant influence of organizational resources on work engagement in Bangladeshi private banks. Therefore, we can conclude that organizational resources have a significant impact on work engagement in Bangladeshi private banks. Therefore, it can be concluded that jobs have a significant effect on work engagement in Bangladeshi private banks.
The current study showed a positive and significant influence between personal resources and work engagement in Bangladeshi private banks. Therefore, we can conclude that personal resources have a significant effect on work engagement in Bangladeshi private banks. Another important finding of this research is the impact of meaningful work on work engagement in Bangladeshi private banks.
Therefore, overall, demographic variables have not created any significant impact on work engagement in private banks of Bangladesh.
Implications for Research
- Relationship between Resources and Work Engagement
- Relationship between Meaningful Work and Work Engagement Meaningful work plays an important predictor of work engagement in this
- Meaningful Work: A Mediator
In addition, the study also revealed a negative influence between seniority and work engagement. This study demonstrated the relationship between organizational, job and personal resources and work engagement in the context of Bangladesh. Therefore, this research also contributes to the previous research to find out its relationship with work engagement in the private banking sector in Bangladesh.
This research also addresses the previous call to explore the meaning of working between different resources and work engagement. The study found that resources such as organizational, job and personal resources influence work engagement indirectly through meaningful work. In his research, Albrecht (2012) found that meaningful work mediated the relationship between job resources and work engagement.
Researchers have sought to investigate the role of meaningful work between organizational and personal resources and work engagement.
Practical Implication
Therefore, to the best of the author's knowledge, this research supported previous research, extended its contribution by discovering a new area through empirical investigation, and proved that meaningful work acted as a partial mediator between various resources and work engagement. Self-efficacy, organization-based self-esteem, optimism, hope, and resilience were found to be the important elements of personal resources that have the greatest impact on work engagement among other resources. Like self-efficacy, organization-based self-esteem also has a positive relationship with work engagement. 2007) found that organization-based self-esteem is a strong predictor of work engagement.
According to Bakker and Demerouti (2008), optimism is a unique characteristic of individuals that explains work engagement at different levels. Consistent with HRM practices, justice also affects employee work engagement. In addition to the current study, previous research also helps with the social support that has a positive influence on work engagement (Bakker & Demerouti, 2007).
Continuous development encourages the individuals to be more active towards their work. 2008) found that opportunities to learn and develop were a positive predictor of work engagement.
Limitations
Having this organization can focus on their training and development program to assess and understand the need for employees' jobs. In addition, they also focus on personal coaching system where supervisors can coach their subordinates to perform their task effectively.
Conclusion and Future Research
This study also depicted the mediating role of meaningful work between the resources and work engagement. An examination of psychological meaningfulness, safety, and availability as the underlying mechanisms linking job characteristics and personal characteristics to work engagement (Doctoral dissertation). A study of the relationship between work engagement and the work-home interaction using the ARK research platform.
How personal resources predict work engagement and self-rated performance among construction workers: A social cognitive perspective. Been there, bottled yes: Are state and behavioral work engagement new and useful constructs “wine”. Linking organizational resources and work engagement to employee performance and customer loyalty: The mediation of service climate.
Participating in work even when it is meaningless: Positive affective attitude and meaningful work influence each other in relation to work engagement.
APPENDICES
Appendix A
Questionnaire
Determinants of Work Engagement: The Mediating Role of Meaningful Work
I feel happy when I work intensively. I have a hard time separating from work. I intend to stay with this organization. I would recommend this organization to my friends as a good place to work. Autonomy Strongly disagree (1) Disagree (2) Neutral (3) Agree (4) Strongly agree (5) The job allows me to plan how I do my work.
The work activities themselves provide direct and clear information about the effectiveness (eg quality and quantity) of my work. Opportunities to learn Strongly disagree (1) Disagree (2) Neutral (3) Agree (4) Strongly agree (5) I learn new things in my job.
Personal Resources
Hope Strongly Disagree (1) Disagree (2) Neutral (3) Agree (4) Strongly Agree (5) I have several ways to achieve the work goal. Although too much responsibility at work makes me feel uncomfortable, I can continue to work successfully.
Appendix B
Indexes of Item-Objective Congruence for the Category of Work Engagement, Meaningful Work, Organization Resources, Job
Resources and Personal Resources Items
Appendix C
Reliability Analysis
Appendix D
Results of Correlation, Hierarchical and Multiple Regression Analysis
ACADEMIC BACKGROUND Bachelor of Business Administration with a major in Finance from the Faculty of Business Administration, Independent University Bangladesh in 2008 Master of Business Administration in Human Resource Management from the Faculty of Business Administration, Independent University Bangladesh in 2011.
