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Effective Human Resources Practice and Employee Engagement: The Mediating Roles of Organizational Support

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  • Romat Saragih

    (School of Communication & Business, Telkom University, Jl Telekomunikasi, 40257, Indonesia Author-2-Name: Arif Partono Prasetio Author-2-Workplace-Name: School of Communication & Business, Telkom University, Jl Telekomunikasi, 40257, Indonesia Author-3-Name: Author-3-Workplace-Name: Author-4-Name: Author-4-Workplace-Name: Author-5-Name: Author-5-Workplace-Name: Author-6-Name: Author-6-Workplace-Name: Author-7-Name: Author-7-Workplace-Name: Author-8-Name: Author-8-Workplace-Name:)

Abstract

Objective - Telecommunication companies need their people to engage in their activities to achieve organizational goals. So, employee engagement became a crucial aspect of a company that struggles to win the competition. Some literature shows that human resource practice affects employee engagement. The present study examines the impact of perceived organizational support as a mediator on the relationship. Methodology/Technique - Data were collected from a branch office of the biggest telecommunication company in Bandung during May 2019. The questionnaires were distributed through the human resources department for four weeks. We analyze 112 valid responses by using SPSS and Macro Process. Findings - By conducting regression with bootstrapping we found that perceived organizational support mediates the relationship between effective human resources practice and employee engagement. The result suggests that a telecommunication company should practice good human resources practice including proper recruitment, training & development, reward, career advancement, and employee relation so that the employees can perceive its support and increase their engagement. Novelty � This finding provides the implication that good management of human resources practice and perceived organizational support can increase employee engagement. Type of Paper - Empirical

Suggested Citation

  • Romat Saragih, 2020. "Effective Human Resources Practice and Employee Engagement: The Mediating Roles of Organizational Support," GATR Journals jmmr241, Global Academy of Training and Research (GATR) Enterprise.
    • Handle: RePEc:gtr:gatrjs:jmmr241
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    References listed on IDEAS

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    1. Vatankhah, Sanaz & Javid, Elyeh & Raoofi, Ali, 2017. "Perceived organizational support as the mediator of the relationships between high-performance work practices and counter-productive work behavior: Evidence from airline industry," Journal of Air Transport Management, Elsevier, vol. 59(C), pages 107-115.
    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.
    3. J. Lee Whittington & Simone Meskelis & Enoch Asare & Sri Beldona, 2017. "Enhancing Employee Engagement," Springer Books, Springer, number 978-3-319-54732-9, December.
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    JEL classification:

    • M12 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - Personnel Management; Executives; Executive Compensation
    • M19 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - Other

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