How Work Environment affects the Employee Engagement in a Telecommunication Company

Abstract

The purpose of this study is to explore the employee engagement which is predicted to be affected by rewards, work environment and work-life balance. This study also further investigates which factor (rewards, work environment and work-life balance) highly affects employee engagement. A quantitative survey questionnaire was developed which explores the behaviour, experiences, perspectives and feelings of respondents towards their engagement. Descriptive analysis, reliability analysis, Pearson's correlation analysis and multiple regression analysis were applied in this study to measure the relationships between independent and dependent variables. Based on data from the sample of 250 employees in a telecommunication organization in Klang Valley, work environment is the most influential factor that contributes towards employee engagement. This is followed by rewards and work-life balance consecutively.

Antecedent Direct and Indirect of Employee Engagement

“…While the influence of the work environment on job satisfaction the original sample value of 0.753 is included in the strong influence. This is in line with previous studies (Abraham, 2012;AbuAlRub, El-Jardali, Jamal, & Abu Al-Rub, 2016;Bin, 2015;Bojadjiev et al, 2015;Chaudhry, Jariko, Mushtaque, Mahesar, & Ghani, 2017 ;Dimitrios, Kastanioti, Maria, & Dimitris, 2014;Mohd et al, 2016;Tio, 2014).…”

“…. Journal of Business and Behavioural Entrepreneurship Volume.3 Idaya Husna Mohd (2016) states that working environment conditions will be able to attract prospective employees to apply to certain work environment conditions. Related to a positive work environment, a positive work environment such as a healthy workplace, a safe workplace, access to information needed for work completion can increase productivity and employee commitment to the company.…”

The Effects of Work-Life Balance towards Employee Engagement in Millennial Generation

“…Anitha in Mohd, Shah, and Zailan (2016) have argued that employee engagement is the level of commitment and employee involvement that impacts on the organization or company where it works and it values. (Brunetto, Teo, & Far-Wharton, 2014) as well mention and measure emotional and intellectual commitment of employees to the organization.…”

“…Furthermore, a research conducted by Mohd, Shah, and Zailan (2016), states that the factors that can influence employee engagement are reward, work environment, and work-life balance. Reward is able to reduce complaints regarding compensation / payment, reduce turnover, reduce absenteeism, and reduce employee performance problems (Scott & McMullen, 2010).…”

“…Reward is able to reduce complaints regarding compensation / payment, reduce turnover, reduce absenteeism, and reduce employee performance problems (Scott & McMullen, 2010). According to Anitha in Mohd, Shah, and Zailan (2016), there is a significant connection between employee, work environment and employee engagement. A safe work environment can attract new employees in the vacant position.…”