Factors Affecting employee engagement: the moderating role of self efficacy study on Ethiopian insurance industry
| dc.contributor.advisor | Lakew, Alemu (PhD) | |
| dc.contributor.author | Mohammed, Jemal | |
| dc.date.accessioned | 2020-10-09T07:13:34Z | |
| dc.date.accessioned | 2023-11-04T09:37:02Z | |
| dc.date.available | 2020-10-09T07:13:34Z | |
| dc.date.available | 2023-11-04T09:37:02Z | |
| dc.date.issued | 2019-06 | |
| dc.description | A Thesis Submitted in Partial Fulfillment of the Requirements for the Degree of Master of Art in Business Administration | en_US |
| dc.description.abstract | Employee engagement is playing an important role in contemporary Human resource practice that become the focus of Today’s literature, both academic and professionals and has been recognized as a weapon to survive in global competitive environment (Saks, 2006; Macey and Schneider, 2008). Yet the study and practice of employee engagement is not overwhelming, especially in understanding the antecedents considering the individual differences. The goal of this thesis was to investigate and analyze factors affecting employee engagement and the moderating role of self efficacy in Ethiopian insurance industry. A quantitative, cross-sectional research design was adopted. This study used two sampling stages. The first one is to sample out the company’s (strata’s) from the insurance industry and secondly a number of respondents within the selected companies. Data were collected from the sample of 347 from five companies in the insurance industry through self-administered standard questionnaire. Descriptive statistics, correlation, regression analysis and hierarchical regression analysis were used to analyze the data with the aid of SPSS version 20. And additionally Hayes process model version 3.3 was used for computing and depicting the moderation analysis. The results show that job characteristics, benefit and recognition, self efficacy and person job fit significantly influence the level of employee engagement, whereas, Work life balance, supervisory support is found to be statistically insignificant in predicting the level of employee engagement. The study also finds that self efficacy has a moderating role on the relationship between predictors (benefit and recognition, work life balance and supervisory support) and employee engagement. The study recommended that insurance companies should handle employee engagement with a great concern for their competitive advantage. The is study deem job and organization engagement as a single construct called ‘employee engagement’ however further research may consider investigating job and organization engagement independently and further investigate the moderating effect of other personality traits in predicting employee engagement | en_US |
| dc.identifier.uri | http://etd.aau.edu.et/handle/123456789/22621 | |
| dc.language.iso | en | en_US |
| dc.publisher | A.A.U | en_US |
| dc.subject | Employee Engagement | en_US |
| dc.subject | Hierarchical Regression | en_US |
| dc.subject | Job Characteristics | en_US |
| dc.subject | Insurance Industry | en_US |
| dc.subject | Social Exchange Theory | en_US |
| dc.title | Factors Affecting employee engagement: the moderating role of self efficacy study on Ethiopian insurance industry | en_US |
| dc.type | Thesis | en_US |