Department of Management

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https://escholar.umt.edu.pk/handle/123456789/206

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Browsing Department of Management by Author "Aimun Khawaja"

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    The Effect of HRM Practices on Employee Engagement & Mediating Role of Psychological Conditions: An Empirical Evidence from the Manufacturing Sector of Pakistan
    (2018) Aimun Khawaja
    Engaged employees are cognitively vigilant, emotionally connected, and physically involved in their jobs. Research has shown that the extent to which employees demonstrate engagement with jobs varies depending upon the organizational context in which employee's work. The importance of organizational context is evident in a recent Towers Watson's Global Workforce Study 2014, which shows that more than half of the employees feel unsupported at work and are disconnected with their organizations' goals. The study further reveals that salary, opportunities for career advancement and job security are fundamental to attracting and retaining all employees. Although a handful of research has found significant relationship between HRM practices and employee engagement, the mediating and moderating conditions of this relationship are not fully known as yet. Thus, the purpose of this study is to focus on the relationship between HRM practices and employee engagement in greater depth, with the mediating role of psychological conditions. Drawing from theory of the social exchange the study propose that HR practices positively impact employee engagement by enhancing psychological conditions among employees. Thus, this research will develop a model that represents psychological conditions as a mediating mechanism in the relationship between HRM practices and employee engagement. This study proposes a model of psychological conditions as a mediator in Human Resource Practices employee engagement relationship.
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    The Effect of HRM Practices on Employee Engagement & Mediating Role of Psychological Conditions: An Empirical Evidence from the Manufacturing Sector of Pakistan
    (University and Management and Technology, 2018) Aimun Khawaja
    Engaged employees are cognitively vigilant, emotionally connected, and physically involved in their jobs. Research has shown that the extent to which employees demonstrate engagement with jobs varies depending upon the organizational context in which employee's work. The importance of organizational context is evident in a recent Towers Watson's Global Workforce Study 2014, which shows that more than half of the employees feel unsupported at work and are disconnected with their organizations' goals. The study further reveals that salary, opportunities for career advancement and job security are fundamental to attracting and retaining all employees. Although a handful of research has found significant relationship between HRM practices and employee engagement, the mediating and moderating conditions of this relationship are not fully known as yet. Thus, the purpose of this study is to focus on the relationship between HRM practices and employee engagement in greater depth, with the mediating role of psychological conditions. Drawing from theory of the social exchange the study propose that HR practices positively impact employee engagement by enhancing psychological conditions among employees. Thus, this research will develop a model that represents psychological conditions as a mediating mechanism in the relationship between HRM practices and employee engagement. This study proposes a model of psychological conditions as a mediator in Human Resource Practices employee engagement relationship.