The purpose of this study is to analyse employee engagement and leadership styles and to seek the influence of collaboration as a mediating factor.
The major results of this study are: (1) There is a significant effects of leadership styles on collaboration (2) There is a significant effects of collaboration on employee engagement and (3) Collaboration mediates the relationship between leadership styles and employee engagement. How important are high response rates for collegesurveys?
The present study has a significant impact to the body of knowledge on employee engagement. Soieb, Jamilah Othman and Jeffrey Lawrence D`silva, 2015. doi=jas.2015.7.31 INTRODUCTIONEmployee engagement has been the subject of interest and being re-conceptualized by the managers since it was introduced by Kahn (1990). Proceedings of the Annual Forum of the Association for Institutional Research, May 19-22, 2013, Long Beach, CA -.
Mediating Influence of Collaboration on the Relationship Between Leadership Styles and Employee Engagement among Generation Y Officials in Malaysian Public Sector. At certain point of motivating the workers and trying to retain the potential officers, the managers tend to duplicate and exaggerate the term as if it was meant only for they who are loyal to the organizations.
Anyway, there were compelling evidences showed that engaged employees were not only addressed to those who are still holding the status of miracle workers but they need to achieve the promising level of adequacy and effectiveness (Sabado, 2012).
As this decorum seems to be the main key factor for the success of organizations as a positive change initiative (Dicke, 2010) and heightens the stakeholder values (Kumar and Swetha, 2011), the officers, who are hankering by profit-minded technocrats, still have undivided intention to remain with the organizations (Wiley, 2012).
Employee engagement by definition, is an enduring psychological reaction of determination and ardent which naturally or indusively innate in oneself and with that persistence, the person put his or her effort to the fullest to make sure that the organization excels in its production, contributions and services offered to the public.
Some of the researchers defined the term as an integration of commitment and involvement (Bhatla, 2011), loyalty and organizational citizenship behavior (Wiley, 2012) which clearly expressed and measured by the quality of work done (Choo et al., 2013; Sabado, 2012; Desai et al., 2010; Saks, 2006).
In other perspectives, employee engagement is also seen as a heightened level of ownership where these top-notch workers would give their utmost efforts to satisfied their internal and external customers and stakeholders, thus contributing to the accomplishment of the organizations (Bhatla, 2011). Factor analysis with ordinal indicators: A monte carlo study comparing DWLS and ULS estimation.
As employee engagement is perceived and approached in different ways, the preeminent element which molded and endured the concept quite differently from other group of workers/professional, are the managers (Romanou et al., 2010).