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|Title:||The Buffering Effects of Co-Worker and Supervisor Support on the Relationship Between Employee Work Engagement and Behavioral Outcomes|
|Publisher:||Qurtaba University of Science & Information Technology, Peshawar.|
|Abstract:||This study was an attempt to verify and tested a commonly held assumption that low level of employee work engagement may leads to deviant behavior, absenteeism and high turnover intentions. The aim of the current study was to investigate the buffering effect of supervisor support and co-worker support on the relationship between employee work engagement and behavioral outcomes in banking industry of Pakistan. Employee work engagement and its dimensions intellectual engagement, social engagement and affective engagement were selected as independent variables. Behavioral outcomes including turnover intention and deviant behavior were dependent variables of the study. Based on Caplan Buffering hypothesis that is “that low level of engagement does not always lead to low level of performance, because in working environment there are other certain variables that may affect the working environment like perceived organizational support, team dynamic, supervisor support, co worker support and family support may also use as a remedy for low level of engagement”. Based on the stated hypothesis the current study checks the buffering effect of supervisor support and co-worker support on the relationship between work engagement and behavioral outcomes. The population of the current study was banking organizations of Pakistan. The sampling framework consists of all those banks that render their services in south region of KPK, Pakistan. Through purposive sampling technique the study finally selected 400 employees from banking sector. Data was gathered through adapted questionnaire. A total of 285 (71.25%) questionnaires were received back. Out of which 245 were usable and the remaining were discarded from the study. Thus, the response rate is 61.25%. Regression and correlation analysis were conducted. The study found that employee work engagement and its dimensions intellectual engagement, social engagement and affective engagement were negatively and significantly related with behavioral outcomes and its dimensions turnover intension and deviant behavior. Both supervisor support and co-worker support moderate the relationship between work engagement and behavioral outcomes. The study concluded that supervisor support and co-worker support act as a remedy for low level of work engagement in banking sector of Pakistan. It is recommended that organizations 4 should provide such environment where colleagues support each other, and managers support their followers for batter performance. Implications and directions for future research are also highlighted. Keywords: Employee Work Engagement; Behavioral Outcomes; Buffering Hypothesis|
|Appears in Collections:||PhD Thesis of All Public / Private Sector Universities / DAIs.|
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|Muhammad imran mangt sci 2019 qurtuba uni peshwar prr.pdf||Phd thesis||1.22 MB||Adobe PDF||View/Open|
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