LEVERAGING EMPLOYEE ENGAGEMENT TOWARDS INDIVIDUAL WORK PERFORMANCE IN MALAYSIA MANUFACTURING INDUSTRY
References: 3rd International Multidisciplinary Scientific Conference on Social Sciences and Arts SGEM 2016, www.sgemsocial.org, SGEM2016 Conference Proceedings, ISBN 978-619-7105-72-8 / ISSN 2367-5659, 24-31 August, 2016, Book 1 Vol. 3, 589-596 pp, DOI: 10.5593/SGEMSOCIAL2016/B13/S03.076
Background: Employees play a central and crucial role in transformation response to technology, economic and social impact in organization. Most company’s underutilized their manpower which giving impact on business operations and in consequence will affect their sustainability. Organization should have their on roadmap for HR, engaging the people and figuring unique capabilities that can enhance their company productivity. In a competitive environment, the increment of your employee’s level of engagement makes the difference between any companies that barely survive in today’s world. Acquiring a basket of highly engaged talent is great challenge and retaining them is another challenge. This paper presents the data from research on leveraging employee engagement towards individual work performance in Malaysia manufacturing industry.
Methods: Information gathered from prior focus group discussion, pilot study has been conducted on June 2015 among 32 respondents from executive level in manufacturing industry. The questionnaire was completed by 32 employees out of 50 survey forms that have been distributed. The average age was 26-30 years old with average of 2-4 years of services. Convenience sampling technique is used to conduct research in organization that agree and giving consent in collecting data and IBM SPSS Statistic used to analyze quantitative data. The questionnaire includes level of employee engagement, human resource management practices and individual work performance.
Results: Findings fulfill the research aims of the current study and statistically indicate there are significant impacts between employee engagement with individual work performance. In addition, human resource management practices play role in mediating between employee engagement and individual work performance.
Conclusions: The present study indicated high level of employee engagement support by the role of HRM practices able to improve individual work performance. This study concern to enhance academic research related to high potential employee issues in today’s competitive environment. Suggestion for improvement should be propose to organization to close the gaps to increase each individual work performance.
Keywords: Employee engagement, individual work performance, human resource management practices
PAPER DOI: 10.5593/SGEMSOCIAL2016/B13/S03.076 ; LEVERAGING EMPLOYEE ENGAGEMENT TOWARDS INDIVIDUAL WORK PERFORMANCE IN MALAYSIA MANUFACTURING INDUSTRY
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