Antecedents of Employee Engagement: An Examination of Banking Sector of Bangladesh

Abstract

The concept of employee engagement is imprecise to scholars and practitioners. It refers to a mental state and is used predominantly in the proportion of a new age philosophical system/psychological help. The purpose of this research is to analyse the antecedents of employee engagement in Bangladeshi banking sector and to have a significant contribution towards evolutionary waves that are evolved with time in forming the concept. We used thematic content analysis to analyse other variables that support or weaken knowledge based on previous work and conducted a correlation coefficient with the same relevant literature employee engagement precursors. Hundred of studies have been reported but these cover the public sector, or even higher education as a way to find relationship with worker engagement dispersion and bank sectors of Bangladesh but unfortunately this issue has not been conducted yet on administrative workers. This research fills this gap. While a lot of research has been conducted to measure how employee engagement is influenced and observed with multiple results but there seem to be quite an ambiguity as far the definition for employee engagement goes. Objectives of the dissertation are: (a) To investigate antecedents of the employee engagement concept within the Bangladesh banking sector, (b) To analyse the overlaps between employee engagement and other work attitude concepts (Job satisfaction, leadership and management, perceived organizational support, work life balance, compensation and benefits, work relationship, organization measures ) with a view to provide more clarity on the overlaps between the concepts. The data collected in this study was via a quantitative method such as questionnaires. The sample of the study was unified by 100 employees. Findings of the study from empirical theory is employee engagement which has been relied upon to establish a positive and negative relationship with other works concept such as job satisfaction, leadership and management style, perceived organizational support, work life balance compensation and benefits work relationship organization measures etc. It cannot be defined in words polemically. We encourage further detailed investigation on these results and the potential influence of those other variables. Lastly, students looking for the stuff of employee engagement and human resource management reviews will find their solution in this thesis.