The Mediating role of Employee Engagement in the Relationship between Perceived Organizational Support and Employee Performance - the case of World Vision Ethiopia
| dc.contributor.advisor | Lakew, Alemu (PhD) | |
| dc.contributor.author | Hiwot, Tsegaye | |
| dc.date.accessioned | 2019-10-18T11:03:20Z | |
| dc.date.accessioned | 2023-11-04T09:36:51Z | |
| dc.date.available | 2019-10-18T11:03:20Z | |
| dc.date.available | 2023-11-04T09:36:51Z | |
| dc.date.issued | 2019-07 | |
| dc.description | A Thesis Submitted to the School of Graduate Studies of Addis Ababa University in Partial Fulfilment of the Requirements for the Degree of Masters of Art in Business Administration Specialized in Management | en_US |
| dc.description.abstract | This study was conducted to examine the mediating role of employee engagement in the relationship between perceived organizational support and employee performance in the case of World Vision Ethiopia. A theoretical foundation was compiled for the study based on the literature review from renowned authors and journals in the area of perceived organizational support employee engagement, and employee performance. The researcher used explanatory research design and both primary and secondary data are utilized. For this study stratified random sampling technique was used and 162 employees of World Vision Ethiopia in Addis Ababa were selected as the sample of the study. With questionnaires from 156 employees, the researcher empirically tested that perceived organizational support, employee engagement and employee performance have positive and significant relationship and employee engagement has a mediating role in using descriptive statistics, one-way ANOVA, Pearson correlation analysis and regression analysis. The result show that perceived organizational support and employee engagement have significant positive correlation (r= 0.798, P<0.01), perceived organizational support and employee performance have significant positive correlation (r= .598, P<0.01) and employee engagement and employee performance have significantly positive correlations (r= 0.660, P<0.01). Furthermore, the regression analysis shows that perceived organizational support has direct, positive and significant effect on employee performance with the beta value of (.23, P<0.05) and employee engagement has indirect increasing significant mediating role in the relationship between perceived organizational support and employee performance (0.26, CI: .1253, .3931). Therefore, World Vision Ethiopia need to work in increasing the level of employee engagement to use the maximum level of employees’ potential. | en_US |
| dc.identifier.uri | http://etd.aau.edu.et/handle/123456789/19495 | |
| dc.language.iso | en_US | en_US |
| dc.publisher | Addis Ababa University | en_US |
| dc.subject | Employee Engagement | en_US |
| dc.subject | Employee Performance | en_US |
| dc.subject | Perceived Organizational Support | en_US |
| dc.title | The Mediating role of Employee Engagement in the Relationship between Perceived Organizational Support and Employee Performance - the case of World Vision Ethiopia | en_US |
| dc.type | Thesis | en_US |