DOI: 10.5176/2251-1997_AF19.230
Authors: Prof. Lakmini V.K.Jayatilake
Abstract: The job satisfaction, increasing individual performance and keeping a psychologically connected workforce have become the most challenging tasks for human resource professionals in the corporate sector today. Moreover, the top management has realized that there can be some kind of relationship between employee engagement activities and the job satisfaction of their employees. Accordingly, the main objective of this study was to assess the impact of overall employee engagement on the job satisfaction of employees in the insurance industry of Sri Lanka. The specific objective is to identify the impact of each of the sub dimension of employees’ engagement on the job satisfaction. The research sample comprised of 200 executive level employees from five insurance companies in Sri Lanka. The data collection was carried out by distributing a questionnaire. The conceptual framework conceptualized employee engagement as a whole and three dimensions of employee engagement which are physical engagement, emotional engagement and cognitive engagement considered as independent variables that leads to employee job satisfaction, the dependent variable. Hypotheses were built up assuming associations of the factors to the research model. The responses were extracted for analysis which was followed by hypothesis testing. The research confirmed the hypotheses that the overall employee engagement and the mentioned three dimensions of employee engagement have significant impact on employee job satisfaction. Further, the analysis indicates that emotional engagement was found to be contributing more to the dependent variable than the other two dimensions of engagement. Even though employee engagement has become a widely examined topic today, the limited literature availability on employee engagement in Sri Lanka is one of the limitations in this study. When the recommendation are concerned, employee engagement requires a committed heart and an action-oriented service from the top management. Employee attitude surveys, suggestion boxes, open door policy are some of the practices that the companies can introduce in
order to engage people to organizations. In addition to that, promoting independent thinking by providing more autonomy in the jobs would offer freedom to the employees to choose their own best way of doing the job would keep the existing workforce engagement in a satisfactory level.
Keywords: Employee Engagement; Job Satisfaction; Physical; Emotional; Cognitive; Insurance Industry
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