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Perceived social support, job stress, and self-efficacy as predictors on employee engagement in Malaysia

This study explores how perceived social support, job stress, and self-efficacy predict employee engagement among university lecturers in Malaysia. It seeks to answer three questions: whether perceived social support enhances engagement, whether job stress reduces it, and whether self-efficacy posit...

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Main Authors: Ngu, Wendy Tang Xi, Chua, Jiaen, Tan, Ricky Wai Hong
Format: Final Year Project / Dissertation / Thesis
Published: 2024
Subjects:
BF Psychology
H Social Sciences (General)
Online Access:http://eprints.utar.edu.my/6836/1/2105225_FYP.pdf
http://eprints.utar.edu.my/6836/
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spelling my-utar-eprints.68362024-12-06T01:49:59Z Perceived social support, job stress, and self-efficacy as predictors on employee engagement in Malaysia Ngu, Wendy Tang Xi Chua, Jiaen Tan, Ricky Wai Hong BF Psychology H Social Sciences (General) This study explores how perceived social support, job stress, and self-efficacy predict employee engagement among university lecturers in Malaysia. It seeks to answer three questions: whether perceived social support enhances engagement, whether job stress reduces it, and whether self-efficacy positively influences it. These insights aim to deepen the understanding of the factors that affect employee engagement, providing a foundation for further research. The study applied a quantitative research design, and data were collected through purposive and snowball sampling from academic staff aged 30 to 60 across various Malaysian universities. The study utilised G*Power software to calculate the sample size and SPSS version 29 for data analysis. The respondents, representing various ethnic groups, provided 192 valid responses. The study validated that perceived social support positively predicted employee engagement, job stress negatively predicted it, and self-efficacy also positively predicted employee engagement in Malaysia. These findings underscore the importance of fostering supportive environments and enhancing self-efficacy to boost engagement while also recognizing the adverse effects of job stress. The study’s implications suggest that higher education institutions should consider strategies to support employee engagement, in line with Malaysia’s National Transformation 2050 (TN50) goals. However, the study’s limitations, including response bias and the exclusion of external stressors, limited generalisability highlight the need for future research to address these factors and extend the investigation to other sectors. 2024-05 Final Year Project / Dissertation / Thesis NonPeerReviewed application/pdf http://eprints.utar.edu.my/6836/1/2105225_FYP.pdf Ngu, Wendy Tang Xi and Chua, Jiaen and Tan, Ricky Wai Hong (2024) Perceived social support, job stress, and self-efficacy as predictors on employee engagement in Malaysia. Final Year Project, UTAR. http://eprints.utar.edu.my/6836/
institution Universiti Tunku Abdul Rahman
building UTAR Library
collection Institutional Repository
continent Asia
country Malaysia
content_provider Universiti Tunku Abdul Rahman
content_source UTAR Institutional Repository
url_provider http://eprints.utar.edu.my
topic BF Psychology
H Social Sciences (General)
spellingShingle BF Psychology
H Social Sciences (General)
Ngu, Wendy Tang Xi
Chua, Jiaen
Tan, Ricky Wai Hong
Perceived social support, job stress, and self-efficacy as predictors on employee engagement in Malaysia
description This study explores how perceived social support, job stress, and self-efficacy predict employee engagement among university lecturers in Malaysia. It seeks to answer three questions: whether perceived social support enhances engagement, whether job stress reduces it, and whether self-efficacy positively influences it. These insights aim to deepen the understanding of the factors that affect employee engagement, providing a foundation for further research. The study applied a quantitative research design, and data were collected through purposive and snowball sampling from academic staff aged 30 to 60 across various Malaysian universities. The study utilised G*Power software to calculate the sample size and SPSS version 29 for data analysis. The respondents, representing various ethnic groups, provided 192 valid responses. The study validated that perceived social support positively predicted employee engagement, job stress negatively predicted it, and self-efficacy also positively predicted employee engagement in Malaysia. These findings underscore the importance of fostering supportive environments and enhancing self-efficacy to boost engagement while also recognizing the adverse effects of job stress. The study’s implications suggest that higher education institutions should consider strategies to support employee engagement, in line with Malaysia’s National Transformation 2050 (TN50) goals. However, the study’s limitations, including response bias and the exclusion of external stressors, limited generalisability highlight the need for future research to address these factors and extend the investigation to other sectors.
format Final Year Project / Dissertation / Thesis
author Ngu, Wendy Tang Xi
Chua, Jiaen
Tan, Ricky Wai Hong
author_facet Ngu, Wendy Tang Xi
Chua, Jiaen
Tan, Ricky Wai Hong
author_sort Ngu, Wendy Tang Xi
title Perceived social support, job stress, and self-efficacy as predictors on employee engagement in Malaysia
title_short Perceived social support, job stress, and self-efficacy as predictors on employee engagement in Malaysia
title_full Perceived social support, job stress, and self-efficacy as predictors on employee engagement in Malaysia
title_fullStr Perceived social support, job stress, and self-efficacy as predictors on employee engagement in Malaysia
title_full_unstemmed Perceived social support, job stress, and self-efficacy as predictors on employee engagement in Malaysia
title_sort perceived social support, job stress, and self-efficacy as predictors on employee engagement in malaysia
publishDate 2024
url http://eprints.utar.edu.my/6836/1/2105225_FYP.pdf
http://eprints.utar.edu.my/6836/
_version_ 1818839909921718272
score 13.223943

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