Work engagement among employees at state department of health Negeri Sembilan

One of the reasons why organizations start to place greater emphasis on employees’ work engagement is because it has positive and beneficial consequences at the individual and organizational levels, and these include organizational commitment, physical health and business-unit performance. In other words, high levels of work engagement can lead to greater commitment and satisfaction, lower absenteeism and quit rates, improved health and well-being, and better in-role and extra-role performance. However, to achieve a high level of engaged employees and to ensure engaged employees stay engaged is not an easy task. In most situations, management has the great influences on the job demands and resources of their employees. Therefore, this study examined the direct relationship between workload, work pressure, autonomy, social support, performance feedback and work engagement. A total of 175 questionnaires were personally distributed to respondents State of Health Negeri Sembilan after permission was granted. Out of the 175 questionnaires distributed, 164 questionnaires were returned, representing a response rate of 93.71%. However, only 163 questionnaires were usable for further analysis. The hypotheses for the direct relationship were tested using multiple regression analyses. Interestingly, the results for direct relationship showed that workload and work pressure were not related to work engagement, while autonomy, and performance feedback were positively related to work engagement. The research results reported in this study suggest the need for autonomy, and performance feedback to enhance work engagement. Even though work load and work pressure were found not related to work engagement in this study, it doesn’t mean that the management can increased the workload and pressuring their employees without proper planning. Normally, employees will try to cope with job demands by putting energy in their jobs. But, prolonged exposure to and coping with job demands, will deteriorate employees’ personal energy, and engendering feelings of exhaustion