Thesis (MBA) - Cyprus International University. Institute of Graduate Studies and Research Business Administration Department

Includes References (sheets 54-64)

ABSTRACT
The study aimed to find the mediating effect of work engagement on the relationship
between human resource management practices and employee performance at SLPA.
The study was designed to test four hypotheses formulated to make contributions to
the existing body of literature which relied on a quantitative design which is also
necessary when acquiring actionable insights through statistical findings and is of
utmost importance. The case study for the study was an employee at SLPA.
The Yamane formula was used to calculate the sample size based on the total number
of employees at SLPA and results from the Yamane formula indicated that the
sample size should be 182. However, some questionnaires were not retrieved from
the employees, and the total number of retrieved questionnaires was 176, which
became the final sample size. Convenience sampling was used to select the
employees to whom the questionnaires were administered. Path analysis in Amos
software was used to analyze all the data collected, and the data results were
presented in tables.
The results of the data analysis revealed that most of the employees who participated
in the study are within the age bracket of 30-49, and most of the employees are
males. The study found that most employees have attained a bachelor's degree, which
is the most attained qualification at SLPA. The results also show that most
employees have worked for the organization between 4 and 7 years, with only a
small percentage working for the organization between 1 and 3 years.
The results from the correlation analysis show that employees' performance has a
positive and insignificant relationship with human resource management practices.
Employees' performance exhibited a positive and significant relationship with work
engagement. The results from the path analysis show that human resource
management practices had a positive and significant impact on employee
performance and work engagement. The study revealed also that work engagement
positively and significantly impacted employee performance. The bootstrapping
method was used to perform the mediating analysis, and the results revealed that
iv
work engagement partially mediates the relationship between human resource
management practices and employee performance.
Lastly, the results from the study displayed a partially mediating role of work
engagement between human resource management practices and employee
performance suggestively implying that when the roles of human resource
management practices are linked to work engagement, it leads to better and higher
employee performance.
Keywords: Bootstrapping method, Convenience sampling, Employee performance,
Human resource management practices, Liberia