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Mediating role of meaningful work between resources and work engagement in Bangladesh’s private banks

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  • Nawrin Rubaba

    (National Institute of Development Administration, Bangkok, Thailand)

Abstract

Engaged employees are considered as the most desired assets for the organization. Although significant contributions have been observed in the engagement literature, a holistic approach is yet to be untouched in terms of developing relationship between various resources, work engagement and psychological mechanism such as meaningful work. The purpose of this study is to explore the mediating role of meaningful work between resources and work engagement in private banks in Bangladesh. This study followed the quantitative methodological approach and based on Bakker and Demerouti’s (2007) Job demand-resources model. A survey questionnaire was prepared and used to collect data. 440 respondents participated in this study, who is currently working in private banks in Bangladesh. Multiple regression analysis along with Sobel test was performed to analyze the data. The findings confirmed that the relationships between organizational, job, personal resources and work engagement were partially mediated through meaningful work. It has been observed that all determinates had a significant influence on work engagement. For practical implications, the organization can align various resources to uplift the engagement level of the employees. Since meaningful work was found to be a significant predictor, managers can develop jobs where employees can relate their purpose to their work. This study recommends that future research can apply this model to different contexts as well as to different groups of respondents.

Suggested Citation

  • Nawrin Rubaba, 2018. "Mediating role of meaningful work between resources and work engagement in Bangladesh’s private banks," Management & Marketing, Sciendo, vol. 13(1), pages 777-795, March.
    • Handle: RePEc:vrs:manmar:v:13:y:2018:i:1:p:777-795:n:5
    DOI: 10.2478/mmcks-2018-0005
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    References listed on IDEAS

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    1. Simon L. Albrecht & Mandy Jinghe Su, 2012. "Job resources and employee engagement in a Chinese context: the mediating role of job meaningfulness, felt obligation and positive mood," International Journal of Business and Emerging Markets, Inderscience Enterprises Ltd, vol. 4(4), pages 277-292.
    2. Wilmar Schaufeli & Marisa Salanova & Vicente González-romá & Arnold Bakker, 2002. "The Measurement of Engagement and Burnout: A Two Sample Confirmatory Factor Analytic Approach," Journal of Happiness Studies, Springer, vol. 3(1), pages 71-92, March.
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    4. Simon L. Albrecht, 2012. "The influence of job, team and organizational level resources on employee well‐being, engagement, commitment and extra‐role performance," International Journal of Manpower, Emerald Group Publishing Limited, vol. 33(7), pages 840-853, October.
    5. Julian Gould-Williams & Fiona Davies, 2005. "Using social exchange theory to predict the effects of hrm practice on employee outcomes," Public Management Review, Taylor & Francis Journals, vol. 7(1), pages 1-24, March.
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