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https://ptsldigital.ukm.my/jspui/handle/123456789/513710Full metadata record
| DC Field | Value | Language |
|---|---|---|
| dc.contributor.advisor | June Poon, Dr. | - |
| dc.contributor.author | Rana Amir Abdul Basit (ZP00997) | - |
| dc.date.accessioned | 2023-10-16T04:49:51Z | - |
| dc.date.available | 2023-10-16T04:49:51Z | - |
| dc.date.issued | 2014-09-02 | - |
| dc.identifier.other | ukmvital:74796 | - |
| dc.identifier.uri | https://ptsldigital.ukm.my/jspui/handle/123456789/513710 | - |
| dc.description | Research on employee engagement is expanding at a considerable pace, but the self-in-role based conceptualisation of employee engagement and the role of trust in manager in predicting employee engagement has received less attention. To address this gap in the literature, this study investigates the trust-engagement relationship by examining the effects of cognition-based and affect-based trust in direct manager on employee engagement. Drawing on the self-in-role view and social exchange theory, the study hypothesised that psychological safety and felt obligation would mediate the trust-engagement relationship. Data were collected from 415 nurses working in a Malaysian public hospital. The results of structural equation modelling revealed that cognition-based trust is related, both directly and indirectly, to employee engagement. Affect-based trust, on the other hand, is only indirectly related to employee engagement. In relation to the indirect relationship, the results showed that only felt obligation, and not psychological safety, significantly mediated the trust-engagement relationship. Theoretically, the study contributed to knowledge by providing some support for the importance of (a) self-in-role based conceptualisation of employee engagement that is primarily rooted in motivation theories, (b) examining cognitive and affective bases of trust in manager separately in studying the trust-engagement relationship, and (c) the process of reciprocation in explaining the trust-engagement relationship. Practically, this study informs employers and human resource practitioners that both cognition-based trust and affect-based trust in manager play critical roles in predicting employee engagement. Employee engagement can effectively be promoted at the workplace by giving attention to trust and felt obligation in hiring, training and interpersonal communication.,PhD | - |
| dc.language.iso | eng | - |
| dc.publisher | UKM, Bangi | - |
| dc.relation | Graduate School of Business / Pusat Pengajian Siswazah Perniagaan | - |
| dc.rights | UKM | - |
| dc.subject | Trust-engagement relationship | - |
| dc.subject | Mediating roles | - |
| dc.subject | Pychological safety | - |
| dc.subject | Felt obligation | - |
| dc.subject | Universiti Kebangsaan Malaysia -- Dissertations | - |
| dc.title | Trust-engagement relationship and the mediating roles of psychological safety and felt obligation | - |
| dc.type | Theses | - |
| dc.format.pages | 272 | - |
| Appears in Collections: | Graduate School of Business / Pusat Pengajian Siswazah Perniagaan | |
Files in This Item:
| File | Description | Size | Format | |
|---|---|---|---|---|
| ukmvital_74796+Source01+Source010.PDF Restricted Access | 3.19 MB | Adobe PDF |  View/Open |
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