Factors affecting employee engagement; mediating role of job satisfaction
| dc.contributor.advisor | Lakew, (PhD) | |
| dc.contributor.author | Selamawit, Amaha | |
| dc.date.accessioned | 2020-11-26T14:01:10Z | |
| dc.date.accessioned | 2023-11-04T09:37:09Z | |
| dc.date.available | 2020-11-26T14:01:10Z | |
| dc.date.available | 2023-11-04T09:37:09Z | |
| dc.date.issued | 2020-06 | |
| dc.description | A Thesis Submitted to College of Business and Economics Presented in Partial Fulfillment of the Requirements for the Degree of Master of Business Administration (MBA) | en_US |
| dc.description.abstract | Success in organizations is highly dependent on profitability and the ability to retain a work force for prolonged period of time. The later is entrenched in the need to make sure a continued employee engagement and job satisfaction in work environment. This particular study digs in to the influence of six main factors on employee engagent and the mediating effect of job satisfaction. Accordingly job characteristics, reward and recognition, procedural justice, distributive justice, perceived organizational support, and perceived supervisor support in the construction sector that are in Addis Ababa are examined in relation with employee engagement.The study employed a cross sectional quantitative approach. Being an explanatory research, the above described independent variables and job satisfaction and its presumed effect on dependent variable of employee engagement was thoroughly examined. In order to do so, data was collected using structured questionnaire as a primary source and extensive desktop review as secondary source of data. Both correlation and regression analysis were conducted to clearly understand the hypothesized effect. Job satisfaction in general does play a significant role in the wake of employee engagement decision. Of the six factors, rewards and procedural justice has the most influence on employee engagement. Regardless of the magnitude among the said six variables in job satisfaction, employee engagement is indicated as strongly related. The lessons learnt could help future employers decision. Research gaps identified include the need to replicate the study in other sectors, perhaps a qualitative approach in the subject matter, the study also didn’t include all the variables under job satisfaction and its suggested that a more comprehensive study could have additional result. | en_US |
| dc.identifier.uri | http://etd.aau.edu.et/handle/123456789/23640 | |
| dc.language.iso | en | en_US |
| dc.publisher | A.A.U | en_US |
| dc.subject | Employee Engagement | en_US |
| dc.subject | Distributive and Procedural Justice | en_US |
| dc.subject | Perceived organizational | en_US |
| dc.subject | supervisor support | en_US |
| dc.title | Factors affecting employee engagement; mediating role of job satisfaction | en_US |
| dc.type | Thesis | en_US |