3.1 Development Of Research Framework And Hypothesis
3.1 Development of Research Framework and Hypotheses
(Figure 1:)
The purpose of research is to study how these three independent variables (workweek compress, family leave, flexible working hours) are able to change the outcome of dependent variable ( employee engagement)(figure 1).
Employee Engagement:
Robinson (2004) define that employee engagement is “a positive attitude held by the employee towards the organization and its value. An engaged employee is aware of business context, and works with colleagues to improve performance within the job for the benefit of the organization. The organization must work to develop and nurture engagement, which requires a two-way relationship between employer and employee.”
There are some studies …show more content…
Family leave:
Flexible Working Hours:
The term flexible working has been used in a broad sense to cover a range of working patterns. From various policies such as reduced hours, non-standard hours, various forms of remote working, and compressed working time. The feature of these worked arrangements is that it is focus on the employee itself rather than the employer, who chooses the working arrangement, or it also known as flexibility for employees (Alis et al., 2006).
It is important to recognize, that while flexible working policies may ostensibly be about allowing employees to decide their own choice, in order to achieve a better work–life balance. However, in practice this is not always the outcome (Higgins et al., 2000). Critics of the work–life discourse argue that the emphasis on choice and achieving balance implies control over life decisions (Caproni, 2004)
H2: Flexible working hours will have a significant impact relationship towards employee engagement.
Family …show more content…
Futhermore, employers also stand to benefit from family leave through increased employee retention, reduced turnover, and increased loyalty and morale. Under the FMLA, workers are given 12 weeks of unpaid time off work to care for newborn or newly adopted children and etc.
H3: Family leave will have significant relationship towards employee engagement.
3.2 Research Design
The method used to conduct the study is quantitative which is questionnaire. Questionnaire are divided in three parts which is part A (demographic,) part B which contain three independent variable and one dependent variable while for part C are opinion from the respondent. The focus group of respondent are MMU Staff. They are require to tick or circle the box had been provided by them in part A and Part B. For part C, respondent have the option to leave it blank or give feedback depending on the individual.
3.3 Research Instrument
The questionnaire is developed using reference from previous research such as journal. However, some of the questionnaire research are not given. Thus, using reference from journal, we develop our own
(Figure 1:)
The purpose of research is to study how these three independent variables (workweek compress, family leave, flexible working hours) are able to change the outcome of dependent variable ( employee engagement)(figure 1).
Employee Engagement:
Robinson (2004) define that employee engagement is “a positive attitude held by the employee towards the organization and its value. An engaged employee is aware of business context, and works with colleagues to improve performance within the job for the benefit of the organization. The organization must work to develop and nurture engagement, which requires a two-way relationship between employer and employee.”
There are some studies …show more content…
Family leave:
Flexible Working Hours:
The term flexible working has been used in a broad sense to cover a range of working patterns. From various policies such as reduced hours, non-standard hours, various forms of remote working, and compressed working time. The feature of these worked arrangements is that it is focus on the employee itself rather than the employer, who chooses the working arrangement, or it also known as flexibility for employees (Alis et al., 2006).
It is important to recognize, that while flexible working policies may ostensibly be about allowing employees to decide their own choice, in order to achieve a better work–life balance. However, in practice this is not always the outcome (Higgins et al., 2000). Critics of the work–life discourse argue that the emphasis on choice and achieving balance implies control over life decisions (Caproni, 2004)
H2: Flexible working hours will have a significant impact relationship towards employee engagement.
Family …show more content…
Futhermore, employers also stand to benefit from family leave through increased employee retention, reduced turnover, and increased loyalty and morale. Under the FMLA, workers are given 12 weeks of unpaid time off work to care for newborn or newly adopted children and etc.
H3: Family leave will have significant relationship towards employee engagement.
3.2 Research Design
The method used to conduct the study is quantitative which is questionnaire. Questionnaire are divided in three parts which is part A (demographic,) part B which contain three independent variable and one dependent variable while for part C are opinion from the respondent. The focus group of respondent are MMU Staff. They are require to tick or circle the box had been provided by them in part A and Part B. For part C, respondent have the option to leave it blank or give feedback depending on the individual.
3.3 Research Instrument
The questionnaire is developed using reference from previous research such as journal. However, some of the questionnaire research are not given. Thus, using reference from journal, we develop our own