Analyzing The Impact of Employee Engagement on Perceived Employee Performance: Role of Gender as a Moderating Variable.
Author(s)
Prof. Dr. Adel Zayed , Haitham Essam ,
Download Full PDF Pages: 26-33 | Views: 39 | Downloads: 14 | DOI: 10.5281/zenodo.10906006
Abstract
Purpose – The present study examines the role of gender in the relationship between employee engagement and perceived employee performance within the microfinance industry in Egypt.
Design/ methodology/ approach – The present study population embraces all employees and managers in the 10 biggest microfinance companies in Egypt. The financial regulatory authority published the key players in the microfinance sector in Egypt. Participants were 340. Self-administered questionnaires were used to collect the data. The primary data was collected and analyzed using a popular component-based model called partial least squares (PLS).
Findings- The findings clearly reveal that all explanatory employee engagement has a significant impact on perceived employee performance (in-role performance and extra-role performance). Moreover, the statistical analysis showed that neither the coefficient of gender (moderating variable) on the relationship between employee engagement and perceived employee performance (in-role performance and extra-role performance) within the Egyptian microfinance industry.
Originality/value: The study contributes to the limited empirical scholarly research, adding to a deeper understanding of the impact of employee engagement on perceived employee performance. and what is the role of gender as a moderating variable in the Egyptian microfinance industry?
Keywords
Microfinance Industry in Egypt, Employee Engagement, Perceived Employee Performance, Gender.
References
i. Allen, M. W., Armstrong, D. J., Reid, M. F., & Riemenschneider, C. K. (2008). Factors impacting the perceived organizational support of IT employees. Information & Management, 45(8), 556-563.
ii. Côté, K., Lauzier, M., & Stinglhamber, F. (2021). The relationship between presenteeism and job satisfaction: A mediated moderation model using work engagement and perceived organizational support. European Management Journal, 39(2), 270-278.
iii. El Hadidi, H. (2020). The impact of microfinance on poverty reduction in Egypt: an empirical study International Journal of Business and Social Science, 40(2), 303-310.
iv. El Hadidi, H. H. (2018). Impact of microfinance on entrepreneurial development: The case of Egypt. International Journal of Business and Social Science, 9(9), 68-76.
v. Himawaty, R. (2022). Peran employee engagement terhadap employee performance (Order No. 30349113). Available from ProQuest Dissertations & Theses Global. (2789723564). Retrieved from https://www.proquest.com/dissertations-theses/peran-employee-engagement-terhadap.
vi. Irhoumah, A. H., Moh'd Ayedh, A., & Echchabi, A. (2020). Determinants of Microfinance Factors Affecting Women's Empowerment: Evidence from Egypt. FWU Journal of Social Sciences.
vii. Jawahar, V. (2019). Relationship between perceived performance appraisal justice on employee engagement outcome variables (Order No. 30706672). Available from ProQuest Dissertations & Theses Global. (2901487668). Retrieved from https://www.proquest.com/dissertations-theses/relationship-between-perceived-performance/docview/2901487668/se-2.
viii.Joushan, S. A., Syamsun, M., & Kartika, L. (2015). Pengaruh budaya organisasi dan employee engagement terhadap Kinerja Karyawan pada PT PLN (persero) area bekasi. Jurnal Aplikasi Manajemen, 13(4), 697-703.
ix. Kanyurhi, E. B., & Bugandwa Mungu Akonkwa, D. (2016). Internal marketing, employee job satisfaction, and perceived organizational performance in microfinance institutions. International Journal of Bank Marketing, 34(5), 773-796.
x. Kong, Y. (2009). A study on the job engagement of company employees. International Journal of Psychological Studies, 1(2), 65.
xi. Kreitner, R., & Kinicki, A. (2013). Perilaku organisasi. Jakarta: Salemba Empat.
xii. Manuel, F. D. (2014). The effect of training & development and employee engagement on perceived business performance (Order No. 1594852). Available from ProQuest Dissertations & Theses Global. (1703998450). Retrieved from https://www.proquest.com/dissertations-theses/effect-training-amp-development
xiii.Nisser, A. H. I., & Ayedh, A. M. A. (2017). Microfinance and women’s empowerment in Egypt. International Journal of Business and Economic Affairs, 2(1).
xiv.Ozyilmaz, A. (2020). Hope and human capital enhance job engagement to improve workplace outcomes. Journal of Occupational and Organizational Psychology, 93(1), 187-214.
xv. Paais, M., & Pattiruhu, J. R. (2020). Effect of motivation, leadership, and organizational culture on satisfaction and employee performance. The Journal of Asian Finance, Economics and Business, 7(8), 577-588.
xvi.Rashem, M. H., & Abdullah, Y. A. (2018). Factors influence the growth and penetration of microfinance institutions: a case of Egypt. Academy of Accounting and Financial Studies Journal, 22, 1-7.
xvii. Ridwan, M., Mulyani, S. R., & Ali, H. (2020). Improving employee performance through perceived organizational support, organizational commitment and organizational citizenship behavior. Systematic Reviews in Pharmacy, 11(12).
xviii. Rubel, M. R. B., & Kee, D. M. H. (2013). Perceived support and employee performance: The mediating role of employee engagement. Life Science Journal, 10(4), 2557-2567.
xix.Vorina, A., Simonič, M., & Vlasova, M. (2017). An analysis of the relationship between job satisfaction and employee engagement. Economic themes, 55(2), 243-262.
xx. Wang, C. H., & Chen, H. T. (2020). Relationships among workplace incivility, work engagement and job performance. Journal of Hospitality and Tourism Insights, 3(4), 415-429.
xxi.Zayed, A., Farghly, R. (2023). Analyzing the expected role of strategic leadership and supportive culture in executing business strategies: The mediating role of employee engagement. The Academic Journal of Contemporary Commercial Research, 3(2), 18-42. doi: 10.21608/ajccr.2023.304706.
Cite this Article: