Employee Engagement in the Republic of North Macedonia in the Post-COVID-19 Era: Some Empirical Evidence
Tihona Bozhinovska - Faculty of Economics - Skopje, Blvd Goce Delcev 9V, 1000 Skopje, North Macedonia
Ljupcho Eftimov - Faculty of Economics - Skopje, Blvd Goce Delcev 9V, 1000 Skopje, North Macedonia
DOI: https://doi.org/10.31410/Balkans.JETSS.2024.7.2.91-107
Tihona Bozhinovska - Faculty of Economics - Skopje, Blvd Goce Delcev 9V, 1000 Skopje, North Macedonia
Ljupcho Eftimov - Faculty of Economics - Skopje, Blvd Goce Delcev 9V, 1000 Skopje, North Macedonia
DOI: https://doi.org/10.31410/Balkans.JETSS.2024.7.2.91-107
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Balkans Journal of Emerging Trends in Social Sciences, (2024) , Vol 7, No 2
ISSN: 2620-164X |
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Abstract: The aim of the paper is to research employee engagement in the Republic of North Macedonia. To achieve this goal, the instrument for measuring organizational and job engagement developed by Saks (2006) has been used on a sample of 104 respondents. The results from the regression analysis indicate that perceived organizational support and job characteristics, as well as gender, are statistically significant predictors of organizational engagement, while job engagement can be predicted only with job characteristics. Furthermore, the results indicate that organizational engagement is statistically significantly and positively related to organizational commitment, job satisfaction, and organizational citizenship behavior, while job satisfaction is positively and statistically significantly related to organizational commitment and organizational citizenship behavior. Intentions to quit can be predicted only with organizational engagement, and as expected, this relationship is negative.
Keywords: Organizational engagement, Job engagement, Engagement management, HRM practices.
JEL Classification J24 ∙ O15
Keywords: Organizational engagement, Job engagement, Engagement management, HRM practices.
JEL Classification J24 ∙ O15
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Banihani, M., & Syed, J. (2017). Gendered work engagement: qualitative insights from Jordan, The International Journal of Human Resource Management, https://doi.org/10.1080/09585192.2017.1355838
Bilalli Abduraim, P., Mustafi, M., & Islamiet, M. (2023). The role of organizational culture on employee engagement. Verslas: teorija ir praktika, 24(1), 109-122. https://doi.org/10.3846/btp.2023.17241
Boccoli, G., Gastaldi, L., & Corso, M. (2023). The evolution of employee engagement: Towards a social and contextual construct for balancing individual performance and well-being dynamically. International Journal of Management Review, 25:1, 75-98. https://doi.
org/10.1111/ijmr.12304
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Khan, W. A. (1990). Psychological Conditions Of Personal Engagement And Disengagement At Work. Academy of Management Journal, 33(4), 692-724. https://doi.org/10.2307/256287
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Kumari, S. S. (2008). Multicollinearity: Estimation and Elimination. Journal of Contemporary Research in Management, 3:1, 87-95.
Kundu, S., & Nag, S. (2021). Employee Engagement: Factors And Recommendations For Enhancing Employee Engagement During COVID-19 Pandemic. Journal of Strategic Human Resource Management, 10:3, 25-32.
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Macey, W. H., & Schneider, B. (2008). The meaning of employee engagement. Industrial and Organizational Psychology, 1, 3-30. https://doi.org/10.1111/j.1754-9434.2007.0002.x
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Miles, J. (2014). Tolerance and Variance Inflation Factor. Wiley StatsRef: Statistics Reference Online. https://doi.org/10.1002/9781118445112.stat06593
Oberlander, M., & Bipp, T. (2022). Do digital competencies and social support boost work engagement during the COVID-19 pandemic?. Computers in Human Behavior, 130:107172, https://doi.org/10.1016/j.chb.2021.107172
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REFERENCES
Adisa, T. A., Ogbonnaya, C., & Adekoya, O. D. (2023). Remote working and employee engagement: a qualitative study of British workers during the pandemic. Information Technology & People, 36:5, 1835-1850. https://doi.org/10.1108/ITP-12-2020-0850
Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee engagement, human resource management practices and competitive advantage. Journal of Organizational Effectiveness: People and Performance, 2:1, 7 – 35. http://dx.doi.org/10.1108/JOEPP-08-2014-0042
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Amano, H., Fukuda, Y., Shibuya, K., Ozaki, A., & Tabuchi, T. (2021). Factors Associated with the Work Engagement of Employees Working from Home during the COVID-19 Pandemic in Japan. International Journal of Environmental Research and Public Health, 18(19), 10495. https://doi.org/10.3390/ijerph181910495
Awan, S. H., Habib, N., Akhtar, C. S., & Naveed, S. (2020). Effectiveness of Performance Management System for Employee Performance Through Engagement. SAGE Open, https://doi.org/10.1177/2158244020969383
Bakker, A. B., & Demerouti, E. (2008). Towards a model of work engagement. Career Development International, 13(3), 209-223. https://doi.org/10.1108/13620430810870476
Banihani, M., & Syed, J. (2017). Gendered work engagement: qualitative insights from Jordan, The International Journal of Human Resource Management, https://doi.org/10.1080/09585192.2017.1355838
Bilalli Abduraim, P., Mustafi, M., & Islamiet, M. (2023). The role of organizational culture on employee engagement. Verslas: teorija ir praktika, 24(1), 109-122. https://doi.org/10.3846/btp.2023.17241
Boccoli, G., Gastaldi, L., & Corso, M. (2023). The evolution of employee engagement: Towards a social and contextual construct for balancing individual performance and well-being dynamically. International Journal of Management Review, 25:1, 75-98. https://doi.
org/10.1111/ijmr.12304
Carnevale, J. B., & Hatak, I. (2020). Employee adjustment and well-being in the era of COVID-19: Implications for human resource management. Journal of Business Research, 116, 183-187. https://doi.org/10.1016/j.jbusres.2020.05.037
Cemberci, M., Civelek, M. E., Veysel Ertemel, A., & Comert, P. N. (2022). The relationship of work engagement with job experience, marital status and having children among flexible workers after the COVID-19 pandemic. PLoS ONE 17(11): e0276784. https://doi.org/10.1371/journal.pone.0276784
Chaudhary, V., Mohanty, S., Malik, P., Saleth, A., Jnaneshwar, M., Maroor, P., & Nomani, M. Z. M. (2022). Factors affecting virtual employee engagement in India during COVID-19. Materials Today: Proceedings 51, 571–575. https://doi.org/10.1016/j.matpr.2021.05.685
Davies, J. (2021). Implications for HRD Practice and Impact in the COVID-19 Era. Human Resource Development Review, 20(1), 3-8. https://doi.org/10.1177/1534484320977426
Gibbon, J., & Lorenz, E. (2023). How Education Leaders Can Revive Teacher Engagement, Gallup, https://www.gallup.com/education/509561/education-leaders-revive-teacher-engagement.aspx?utm_source=google&utm_medium=rss&utm_campaign=syndication
Gliem, J. A., & Gliem, R. R. (2003). Calculating, interpreting, and reporting Cronbach’s alpha reliability coefficient for Likert-type scales, Available at: https://hdl.handle.net/1805/344
Govender, M., & Busin, M. H. R. (2020). Performance management and employee engagement: A South African perspective, SA Journal of Human Resource Management, https://doi.org/10.4102/sajhrm.v18i0.1215
Gruman, J. A., & Saks, A. M. (2011). Performance management and employee engagement. Human Resource Management Review, 21(2), 123-136. https://doi.org/10.1016/j.hrmr.2010.09.004
Harter, J. (2023). Are Remote Workers and Their Organizations Drifting Apart?. Gallup. Available at: https://www.gallup.com/workplace/509759/remote-workers-organizations-drifting-
apart.aspx#:~:text=Engagement%20overall%20is%20ticking%20back,two%20percentage%
20points%20from%202022
Jung, H. S., Jung, J. S., & Yaoon, H. H. (2021). COVID-19: The effects of job insecurity on the job engagement and turnover intent of deluxe hotel employees and the moderating role of generational characteristics International Journal of Hospitality Management, 92: 102703. https://doi.org/10.1016/j.ijhm.2020.102703
Kamaruzaman, M., Surat, S., & Kutty, F. M. (2022). Teachers Work Engagement During COVID-19. International Journal of Academic Research in Business and Social Sciences, 12:4, 112–119. https://doi.org/10.6007/ijarbss/v12-i4/12322
Kang, M., & Sung, M. (2017). How symmetrical employee communication leads to employee engagement and positive employee communication behaviors The mediation of employee organization relationships. Journal of Communication Management, 21:1 82 – 102. http://dx.doi.org/10.1108/JCOM-04-2016-0026
Khan, A. N. (2021). A diary study of psychological effects of misinformation and COVID-19 Threat on work engagement of working from home employees. Technology Forecasting and Social Change, 171, 120968, https://doi.org/10.1016/j.techfore.2021.120968
Khan, W. A. (1990). Psychological Conditions Of Personal Engagement And Disengagement At Work. Academy of Management Journal, 33(4), 692-724. https://doi.org/10.2307/256287
Kulkarni, P., Appasaba, L. V., & Nishchitha, G. C. G. (2022). The influence of COVID-19 on employee ergonomics and employee engagement of banking employees. Management Matters, 19(1), 13-29. https://doi.org/10.1108/manm-12-2021-0009
Kumar Sundaray, B., & Vihar, C. (2011). Employee Engagement: A Driver of Organizational Effectiveness. European Journal of Business and Management, 3:8, 53-59.
Kumari, S. S. (2008). Multicollinearity: Estimation and Elimination. Journal of Contemporary Research in Management, 3:1, 87-95.
Kundu, S., & Nag, S. (2021). Employee Engagement: Factors And Recommendations For Enhancing Employee Engagement During COVID-19 Pandemic. Journal of Strategic Human Resource Management, 10:3, 25-32.
Li, Q., Mohamed, R., Mohamed, A., & Khan, H. (2022). The Effect of Perceived Organizational Support and Employee Care on Turnover Intention and Work Engagement: A Mediated Moderation Model Using Age in the Post Pandemic Period. Sustainability, 14: 9125. https://doi.org/10.3390/su14159125
Macey, W. H., & Schneider, B. (2008). The meaning of employee engagement. Industrial and Organizational Psychology, 1, 3-30. https://doi.org/10.1111/j.1754-9434.2007.0002.x
Maslach, C., & Later, M. P. (1997). The truth about burnout: how organizations cause personal stress and what to do about it. San Francisco, USA, John Willey & Sons.
Mason, C. H., & Perreault, W. D. (1991). Collinearity, Power, and Interpretation of Multiple Regression Analysis. Journal of Marketing Research, 28(3), 268. https://doi.org/10.2307/3172863
Metha, P. (2021). Work from home—Work engagement amid COVID-19 lockdown and employee happiness. Journal of Public Affairs: An International Journal, 21:4, e2709. https://doi.org/10.1002/pa.2709
Miles, J. (2014). Tolerance and Variance Inflation Factor. Wiley StatsRef: Statistics Reference Online. https://doi.org/10.1002/9781118445112.stat06593
Oberlander, M., & Bipp, T. (2022). Do digital competencies and social support boost work engagement during the COVID-19 pandemic?. Computers in Human Behavior, 130:107172, https://doi.org/10.1016/j.chb.2021.107172
Ojo, A. O., Fawehinmi, O., & Yusliza, M. Y. (2021). Examining the Predictors of Resilience and Work Engagement during the COVID-19 Pandemic. Sustainability, 13:2902. https://doi.org/10.3390/su13052902
Pandita, D., & Ray, S. (2018). Talent management and employee engagement – a meta-analysis of their impact on talent retention”, Industrial and Commercial Training, https://doi.org/10.1108/ICT-09-2017-0073
Pass, S., & Ridgway, M. (2022). An informed discussion on the impact of COVID-19 and ‘enforced’ remote working on employee engagement. Human Resource Development International, 25:2, 254-270, https://doi.org/10.1080/13678868.2022.2048605
Ratten, V. (2023). The post COVID-19 pandemic era: Changes in teaching and learning methods for management educators. The International Journal of Management Education, 21:100777. https://doi.org/10.1016/j.ijme.2023.100777
Reinwald, M., Zimmerman, S., & Kunze, F. (2021). Working in the Eye of the Pandemic: Local COVID-19 Infections and Daily Employee Engagement. Frontiers in Psychology, 12:654126. https://doi.org/0.3389/fpsyg.2021.654126
Robinson, C., & Schumacher, R. E. (2009). Interaction Effects: Centering, Variance Inflation Factor, and Interpretation Issues. Multiple Linear Regression Viewpoints, 35:1, 6-11.
Robinson, D. (2007). Employee engagement. Institute for Employment studies, available at: https://www.employmentstudies.co.uk/system/files/resources/files/op11.pdf
Rozman, M., Sternad Zabukovšek, S., Bobek, S., & Tominc, P. (2022). Gender Differences in Work Satisfaction, Work Engagement and Work Efficiency of Employees during the COVID-19 Pandemic: The Case in Slovenia. Sustainability, 13:8791. https://doi.org/10.3390/su13168791
Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600-619. https://doi.org/10.1108/02683940610690169
Saks, A. M. (2022). Caring human resources management and employee engagement. Human Resource Management Review, 32:3, 100835. https://doi.org/10.1016/j.hrmr.2021.100835
Saks, A. M., & Gruman, J. A. (2014). What do we really know about employee engagement. Human Resource Development Quarterly, 25 (2), 155-180. https://doi.org/10.1016/j.hrmr.2010.09.004
Sirisena, A. R., & Iddagoda, A. (2022). Employee Engagement and the Facets of its Relationships with Four Constructs: A Study of the COVID-19 Pandemic Era. https://depot.ceon.pl/handle/123456789/21232
Slavic, A., Poor, J., Berber, N., & Aleksic, M. (2021). Human Resource Management In The Time Of COVID-19 Pandemic: Trends And Challenges. 26th International Scientific Conference Strategic Management and Decision Support Systems in Strategic Management, 48-55. https://doi.org/10.46541/978-86-7233-397-8_124
Smith, D., Prithwiraj, C., Chen, G., & Agarwal, R. (2021). Weathering the COVID Storm: The Effect of Employee Engagement on Firm Performance During the COVID Pandemic. Smith, Available at SSRN: http://dx.doi.org/10.2139/ssrn.384177 9
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Association of Economists and Managers of the Balkans
- UdEkoM Balkan -
179 Ustanicka St, 11000 Belgrade, Republic of Serbia
E-mail: [email protected]
www.udekom.org.rs
- UdEkoM Balkan -
179 Ustanicka St, 11000 Belgrade, Republic of Serbia
E-mail: [email protected]
www.udekom.org.rs
Tel. +381 62 812 5779
VAT number: 108747027
Registration number.: 28157347
Registration number.: 28157347