Use this URL to cite or link to this record in EThOS: https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.782142
Title: Antecedents and outcomes of employee engagement among academics in Tanzania : an integrated theoretical approach
Author: Ndibalema, Rweyemamu Alphonce
ISNI:       0000 0004 7967 7486
Awarding Body: University of Bath
Current Institution: University of Bath
Date of Award: 2018
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Abstract:
This thesis aims to contribute to the theoretical advancement in our understandingof the antecedents and outcomes of employee engagement through introducing anew theoretical model developed by integrating the conservation of resources(COR) theory (Hobfol,1989) the job demands-resources (JD-R) model (Bakker &Demerouti, 2007) and the broaden-and-build (B&B) theory of positive emotions(Fredrickson, 1998). Through this approach, the study identified and examinedfactors influencing employee engagement among academics working in public andprivate universities in Tanzania, and the outcomes associated with having theseengaged academic employees. Job and organization resources in the form of jobcharacteristics, perceived organizational support, organizational justice andrewards; personal resources in the form of intrinsic motivation; and job attitudes inthe form of job satisfaction and affective commitment were assessed as the possibleantecedents to employee engagement. Organizational citizenship behavior andreduced turnover intentions were assessed as the possible outcomes of employeeengagement. In addition, the study tested whether belonging to either a public orprivate university can influence the engagement levels of the academic employees. Using 232 cross-sectional survey responses from academic employees, a series ofmultiple regression analyses and independent t-tests were conducted to test theproposed hypotheses. Findings suggest that some of the proposed resources andjob attitudes significantly predicted employee engagement. Moreover, employeeengagement was found to predict organizational citizenship behavior (OCB) andreduced turnover intentions. Finally, there appeared to be a significant difference inthe levels of engagement of academic employees working in private universitiescompared to those working in public universities. The results of this study havetheoretical implications with regards to our approach in assessing employeeengagement, and practical implication to organizations aiming to have an engagedworkforce, all of which are discussed.
Supervisor: Rayton, Bruce ; Shields, Robin ; Hope Hailey, Veronica Sponsor: Commonwealth Scholarships Commission
Qualification Name: Thesis (Ph.D.) Qualification Level: Doctoral
EThOS ID: uk.bl.ethos.782142  DOI: Not available
Keywords: employee engagement
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