RESEARCH METHODOLOGY FOR HRM 7BSP1298-0901-2018 Abstract 4 INTRODUCTION 5 Research Objectives 5 Research Questions 5 Hypothesis 5 Research Hypothesis 5 LITERATURE REVIEW6 Research METHODOLOGY

POSTGRADUATE RESEARCH METHODOLOGY FOR HRM
7BSP1298-0901-2018

Table of Contents
Abstract............................................................................................................................................4
INTRODUCTION...........................................................................................................................5
Research Objectives....................................................................................................................5
Research Questions.....................................................................................................................5
Research Hypothesis...................................................................................................................5
LITERATURE REVIEW ...............................................................................................................6
RESEARCH METHODOLOGY.....................................................................................................7
Research Design..........................................................................................................................7
Data Collection............................................................................................................................7
Participants..................................................................................................................................7
Resources and Instruments..........................................................................................................8
Procedure.....................................................................................................................................8
Qualitative method .....................................................................................................................8
DATA ANALYSIS AND FINDINGS ...........................................................................................9
Descriptive Statistics...................................................................................................................9
Correlation Analysis....................................................................................................................9
Team Work...........................................................................................................................12
Innovation.............................................................................................................................12
Supervisory Support.............................................................................................................12
Job Satisfaction.....................................................................................................................13
Organisation Commitment...................................................................................................13
Gender Differences...............................................................................................................13
Employee Engagement and Experience...............................................................................14
Employee Engagement and Age..........................................................................................15
Recommendations to Organisation................................................................................................16
References......................................................................................................................................17
Appendices.....................................................................................................................................18
Appendix 1: Survey Questionnaire...........................................................................................18
Appendix 2: Pearson Correlation..............................................................................................22

Abstract
This research paper aims to examine the impact of various pre-identified factors from the
literature on employee engagement. A survey questionnaire was designed to assess the relation
of variables with employee engagement. The independent variables in this research include
teamwork, innovation, company management and development opportunities. The research
design is explanatory, qualitative and descriptive. The cross-sectional survey was used where the
questionnaire was sent using an online questionnaire. The questionnaire measured responses
using the Likert scale and consists of 5 questions which were further divided into 5 subsections
having 21 items to measure the variables influencing employee engagement. The 60
questionnaires were distributed online to the employees from various sectors. The data collected
were descriptively analysed and then correlation and regression were performed using the SPSS
analytical tool. The research revealed that these three variables have a significant effect on
employee engagement and are positively correlated.

INTRODUCTION
Employee engagement is considered an essential factor that leads to greater productivity,
quality of service, innovation and more employee satisfaction. Due to its multiple benefits, this is
considered as key priorities of the business resulting in more researches (Shuck and Wollard,
2010). There is a need for identifying various factors that help in increasing the employee
engagement so that business can create a culture of higher employee engagement.
Research Objectives
 To analyse the impact of organisation teamwork on the employee engagement.
 To analyse the effect of an organisation’s management on the engagement of employees.
 The effect of the employee development on employee engagement.
Research Questions
 The relationship between teamwork and employee engagement
 The relationship between employee engagement and the organisation's management.
 The relationship between employee development and employee engagement.
 The relationship between innovation and employee engagement.
Research Hypothesis
H1= it is hypothesised that the organisations with more teamwork have higher employee
engagement.
H2= it is hypothesised that organisation with more supervisory support have higher
employee engagement.
H3= it is hypothesised that organisation with more innovation acceptance have higher
employee engagement.
H4: Significant difference between gender for employee engagement.

H5: there is significant difference in the employee engagement and age.
H6: there is significant difference in the employee engagement due to experience of the
employee.
LITERATURE REVIEW
There is an increase in the research on employee engagement and its antecedents and
precedents. Where many researchers focusing on the improvement in employee engagement
there was plenty of research which assesses the consequences of increased employee
engagement. Nailing the Evidence report on the engagement for success determined that greater
engagement leads to more innovation, less absenteeism and greater employee retention. The
study focused on the employees within the UK was conducted using the survey method where
the questionnaires were administered to the UK companies’ employees (Albrech, 2011). The
research suggested a high correlation between organisational productivity and employee
engagement. Further in some organisation where there was disengagement the productivity was
less. The method for data analysis was regression using statistical software (MacLeod and
Clarke, 2009).
Human resource society of the US also conducted research on the employee engagement
with a sample size of 600 employees. They assessed around 30 aspects of the organisation
engagement and 40 aspects of job satisfaction (Luthans and Peterson, 2002). Further concluded
the overall research into key essential areas; work environment, employee relations,
compensation, engagement behaviours, benefits and engagement opinions. The research
efficiently identified satisfaction and engagement causes, however, the outcomes associated both
were neglected.