Work Engagement among Women Engineers in Malaysia

Abstract

This research aims to examine the effects of Effort-Reward Imbalance on work engagement among women engineers in Malaysia. In this study we review the Effort-Reward Imbalance (ERI) model as the psychosocial work environment that consisted of three distinct dimensions, namely effort, reward and over-commitment. In this study, a total of 300 questionnaires were distributed to women engineers, but only 250 questionnaires have been completed by the respondents. The data were analyzed using correlation and multiple regression through SPSS version 22. The findings showed that all the three dimensions of ERI model (i.e. effort, rewards, and over commitment) are related to work engagement among women engineers. This study indicated that reward is the most dominant influence work engagement among women engineers. This paper discusses the implication of this study in the context of literature and suggests strategies to improve workplace engagement.

The Relationship between Work Environment and Work Engagement on The West Coast of Peninsular Malaysia

“…It means that the supervisor's support, task orientation, and physical conditions in the organization help the employees feel energetic while performing their work. This result is congruent with previous research which also showed a significant positive association between the work environment and work engagement in the corporate sector (Ashari et al, 2016) and hospitality sector (Suan and Nasruddin, 2016). Even though it is only at a moderate strength, this relationship is strong enough to claim the existence of the relationship between the work environment and work engagement.…”

“…For instance, the role of supervisor support is to support the effort of employees in the organization to improve performance and create a supportive environment in the organization. Similarly, Ashari et al (2016) found that the work environment and work engagement possessed a positive relationship. This is because a good relationship among employees increases the level of work engagement in the organization.…”