Determinants of work engagement and the mediating role of meaningful work in Bangladesh private banks

Abstract

The aim of this research is in two-fold: (1) to investigate the effect of determinants (meaningful work, organizational, job, and personal resources) on work engagement in a sample of employees working in the private banking sector in Bangladesh and (2) to examine the mediating effect of meaningful work on the relationship between resources and work engagement. This study was grounded with job demand-resource (JD-R) model, conservation of resources (COR) theory and social exchange theory (SET).

A questionnaire survey was conducted among a sample of employees working in Bangladesh private banks (n=440). To validate the content of the items, questionnaires were sent to two bank managers and one HRD scholar. Both hierarchical and multiple regression analysis was performed to test the research model.

Hierarchical regression analysis confirmed the positive significant effect of all the determinants of work engagement in Bangladesh private banks. As hypothesized, meaningful work, organizational resources, job resources and personal resources has a significant effect on work engagement. Furthermore, the influence of personal resources on work engagement was reported as the highest among other resources in Bangladesh private banks. Besides, multiple regression analysis was applied to test the mediation hypothesis. The result revealed the partial mediation effect of meaningful work between all the resources and work engagement. In addition, no

positive association was found between demographic variables and work engagement in Bangladesh private banks.

The comprehensive study regarding determinants and their relationship with work engagement in Bangladesh private banks brings a new light among the researchers and practitioners in this region. Although the research model supported the motivational process of JD-R framework, future research can also implement the proposed model in different organizational settings with a different group of participants to generalize the findings. Applying verities of data analytical technique also validate the findings. Furthermore, a better understanding of the influence of resources on work engagement in Bangladesh perspective is also essential. Therefore, the researchers in Bangladesh should emphasize more by identifying the constructs of resources that addresses the psychological needs, according to the regional cultural context.

As it is confirmed that resources and meaningful work are the strong predictors of work engagement across different settings, it’s now time for the organizations in Bangladesh to understand their significant role to motivate and engage the employees on their work. Organizations in Bangladesh might usefully put their emphasis by aligning the above-mentioned determinants in strategic HR planning to elevate the engagement level of the employees.