Exploring organizational drivers of employee engagement: An empirical analysis

The current study attempts to examine the effect of five organizational variables i.e., career development opportunities, leadership and management support, recognition and reward, work-life balance, and workplace environment on employee engagement. An exploratory research design with a structured survey approach was followed, and data were collected from 200 employees from five different sectors. The constructs were measured on a five-point Likert scale. SPSS was used for data management and SmartPLS software for validating the structural model with the help of PLS-SEM analysis. It was found that all five predictors had a significant effect on employee engagement, and the strongest predictor was work-life balance. The findings reflect the complex and multi-dimensional nature of engagement and therefore the necessity of an integrated human resource strategy. The findings have strategic implications for enhancing engagement and organizational performance. Future research can explore mediating variables such as emotional intelligence and job satisfaction in different industries.