The relationship between career adaptability and selected organizational practices with employee engagement: a study in hospitality industry

This study aims to determine the relationship between career adaptability and selected organizational practices (communication, reward, and training) with employee engagement in the hospitality industry. Past researches focused on different elements of human resource practices, organizational practices and other industry in Malaysia. The theory used in this study is Job-Demands Resources (JD-R) model. A survey methodology was used in this study. This research involves the utilization of questionnaire which was administered among 76 employees working in the selected organization. This study was conducted in 2 selected hotel industry located in Klang, Selangor. The relationship between career adaptability and selected organizational practices was analyzed using the Spearman Correlation Analysis. The dominant factor that affects employee engagement were identified using Multiple Regression analysis. The results revealed that there is a significant relationship between career adaptability and employee engagement whereas there is a moderate positive relationship between selected organizational practices with employee engagement. The results also revealed that the dominant factor that affects employee engagement is career adaptability. Hence, from this study, the organization can implement or modified current organizational practices to improve the employee engagement of the employee in the organization. In order to gain future insight regarding the area of this study, the future researcher can use other organizational practices as independent variables