Orientation: The concept of employee engagement has attracted the attention of both academics and practitioners due to its importance in enhancing the performance and profitability of organisations.Research Purpose: This article examines the impact of human resource management (HRM) practices on employee engagement in the Egyptian context. The purpose of this article was to develop an in-depth understanding of the concepts of HRM practices and their impact on employee engagement, and the moderating role of strategy implementation.Motivation for the study: Given the scarcity of research that examines the impact of HRM practices on employee engagement especially in the banking sector, this article examines how different HRM practices can influence the level of employee engagement.Research approach/design and method: For the purpose of answering the research questions and testing the proposed hypotheses, a quantitative research approach was adopted by distributing a questionnaire to 228 employees from the banking sector in Egypt.Main findings: The findings indicated that HRM practices had a positive significant impact on employee engagement. In particular, these practices included selection and hiring, job design as well as reward and payment systems. However, the findings showed that the strategic implementation does not moderate the relationship between HRM practices and employee engagement.Practical/managerial implications: This article provides some guidelines for organisations to follow to fully utilise the power of employee engagement by applying effective HRM practices.Contribution/value-add: The contribution of this study is that it is one of the few studies that have so far investigated this relationship in the Egyptian environment.
Orientation: With the intense competition that many organisations are facing, they are looking for new ways to enhance employees’ engagement and commitment.Research purpose: This research examines the impact of emotional, cognitive, and behavioural dimensions of engagement on commitment.Motivation for the study: This study was conducted in response to several calls by academics and practitioners to better understand the relationship between employees’ engagement and commitment, specifically in the developing countries.Research approach/design and method: This article is quantitative, using a self-administered questionnaire developed based on an extensive literature review with a sample of 226 employees working in Egyptian small and medium enterprises (SMEs).Main findings: The findings showed that emotional engagement was the only dimension of employee engagement that had a positive influence on commitment. Also, there was an insignificant moderating impact of strategic implementation between engagement and commitment. Furthermore, in terms of gender differences, there was no difference regarding perceptions of engagement and commitment, but for work departments, the group of academics and sales had a different perception than other departments.Practical/managerial implications: The study recommended that it is essential for Egyptian companies to adapt their strategies by which their engagement level could be measured, and monitored which will directly affect commitment.Contribution/value-add: This article contributes in research that it is one of the few studies which examine the relationship between engagement and commitment inside a developing country like Egypt.
scite is a Brooklyn-based organization that helps researchers better discover and understand research articles through Smart Citations–citations that display the context of the citation and describe whether the article provides supporting or contrasting evidence. scite is used by students and researchers from around the world and is funded in part by the National Science Foundation and the National Institute on Drug Abuse of the National Institutes of Health.