Dissertation Proposal

THE INFLUENCE OF LEADERSHIP SUPPORT AND COMMUNICATION ON

EMPLOYEES' ENGAGEMENT, WORKING ENVIRONMENT AND THE ROLE OF

THE PERFORMANCE MANAGEMENT SYSTEM IN THE GOVERNMENT

MINISTRIES IN UAE

Presented by: The whole writing from the

first page to the references
part; MUST FOLLOW USIM
Sameera Abdulrahman MalakMurad
PhD Template of writing.

ALL THE MARGIN, LEFT,

RIGHT, BOTTOM, TOP, MUST
FOLLOW USIM RULES.
Presented For: Dr. Khatijah Outhman

November 2021

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Table of Contents

CHAPTER ONE..............................................................................................................................3
1.1. Introduction...............................................................................................................................3
1.2. Problem statement................................................................................................................4
1.3. Research questions................................................................................................................6
1.4. Research objectives..............................................................................................................6
1.5. Significance of the study......................................................................................................7
Chapter Two..................................................................................................................................10
2.0 Literature Review...............................................................................................................10
Theoretical Background.................................................................................................................10
2.1. Leadership support theory...................................................................................................10
Chapter 3........................................................................................................................................23
3.1. Overview.................................................................................................................................23
3.2.Methodology............................................................................................................................24
3.3 Measures..................................................................................................................................25
3.4. Sampling design......................................................................................................................25
3.5. Target population...................................................................................................................27
3.6. The pilot Study.......................................................................................................................28
3.7. The study tools........................................................................................................................29
3.8. Honesty procedure..................................................................................................................29
References......................................................................................................................................30

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 CHAPTER ONE

1.1. Introduction

The contemporary corporate climate requires that employees actively contribute towards human

resource management, and their involvement is directly tied to the work environment. Businesses

have started placing a premium on human resources and people management for them to be

competitive in today's economy. Human resource management has been elevated to the position

of the highest importance to guarantee suitable candidates' selection and recruitment. In addition,

several plans have been made and put into action to help workers reach their full potential and

contribute as effectively as possible (Shamsuddin et al., 2018). The influence of Leadership

support and Communication on Employees' Engagement, working environment, and the role of

the Performance Management System in the Government Ministries in UAE Three ministries are

selected, i.e., the health ministry, education ministry, and justice ministry, to highlight the

influence in this study.

Building trust, inspiring team, and assisting them in overcoming obstacles are all hallmarks of a

supportive leader. Leaders who want to be more encouraging can emphasize teamwork, focus on

member connections, and demonstrate dedication to the team's success. When running a

successful organisation, a leadership style known as "supportive leadership" is valuable and

considered the study's first variable. Not only does it help coworkers get along better and gives

people the tools they need to advance in their careers and perform effectively with minimal

oversight (Zakuan et al. 2017).

3
Leadership communication, a form of communication used by managers and executives to

inform and inspire their teams about the UAE ministries' values, goals, and culture. This

communication is done in practice by presenting a common vision and gaining support for that

vision from others. A leader's ability to articulate the team's purpose to its members is crucial. It's

a useful tool for learning about and addressing team members' concerns. Leaders with strong

communication skills can build trusting relationships with their teams, which boosts efficiency

and output (Azim, n.d.).

The third variable, "employee engagement," refers to an approach used in the workplace to

increase workers' enthusiasm for and commitment to their jobs, departments, coworkers, and

overall organization. Effective employee engagement methods are crucial for any business

because they improve company morale, lower attrition, boost output and relations with

coworkers and clients, and ultimately enhance revenue (Popli & Rizvi 2016). The intangible

nature of a company's culture makes it difficult to describe what it's like to work there. There is

no objective method of measuring it; rather, it is based on the individual perspectives of each

worker. When looking for a new job, it's important to prioritize organizations that give a pleasant

workplace, room to advance professionally, and a flexible schedule (Kim, 2019). Employee

engagement and work engagement appear to be used interchangeably in the literature. Possible

explanations include the striking similarity between the emotional tolls and benefits of the two

ideas. Similar but distinct engagement ideas include organizational loyalty, civic participation,

and workplace participation (Osborne & Hammoud 2017). It is shown that ergonomics, viewed

from the perspective of the interactions between persons, technology, organization, and the

working environment, has a major impact on industrial production quality. It was also

demonstrated that poor ergonomics including inconvenient working environments, poorly

4
conceived technological solutions, and a lackluster management structure play a substantial role

in causing quality problems. Consistent with the positive and significant impacts of leadership

style on employee performance, the workplace environment, and corporate culture also

positively and significantly impact productivity (Gunawan et al. 2017).

A performance management system that is correctly implemented can help both employees and

employers. There may be advantages to using a performance management system, but there may

also be drawbacks. For example, studies have shown that this kind of system first meets

employee resistance, increasing turnover rates in the short term (Everett et al. 2011).

1.2. Background of the Study (one Page)

The research topic "The influence of Leadership support and Communication on Employees'

Engagement, working environment and the role of the Performance Management System in the

Government Ministries in UAE" is of particular importance inTake

the UAE, as thetitle
the current country has been
as what my comment
investing heavily in improving public sector performance and promoting employee
above in cover page engagement.

The UAE government has recognized the importance of employee engagement in achieving its

strategic goals and has implemented various initiatives to improve employee engagement and

satisfaction. These initiatives include the implementation of performance management systems,

Re-wording this sentence
leadership development programs, and training programs aimed at enhancing communication
as according to your new
title now
and teamwork.

The research topic is aimed at investigating the factors that influence employee engagement, job

satisfaction, and work environment in government ministries in the UAE. The study recognizes

that effective leadership support and communication are critical in promoting employee

engagement and a positive work environment.

5
The research topic is expected to contribute to the existing literature on employee engagement

and work environment in government ministries. The study is also expected to provide insights

into the effectiveness of performance management systems inWhen you mentioned

promoting employeesome
engagement
sentences; you must mentioned
and job satisfaction. correctly all the variables involved in
the study, NOT only one or two but
you LEFT behind some variables. You
The findings of the study can help government ministries in the UAE to identify areas where
keep on doing this the whole of your
writing. Check
they need to improve their leadership support, communication, ALL and correct
and performance ALL.
management

systems to enhance employee engagement and work environment. This can lead to improved
This background is poorly written, it is not
public sectorenough, you have
performance, to write more,
increased about 2 among employees, and a positive impact on
job satisfaction
pages. This does not give proper
the overall development
information of your
the UAE.
background of the
study. What ministries? How many?

1.3. Problem Statement

Widespread adoption of Western-style performance management systems is impossible in the

United Arab Emirates due to cultural, technological, and management differences. Given the

importance of performance management systems, it is essential to understand the underlying

characteristics and perspectives of UAE-based ministries such as the health ministry, education

ministry, and justice ministry. While government

Whyentities in discussions
start your the UnitedonArab Emirates utilize
performance
management?
performance management systems, more study is required to identify the most important
I already told many times; your variables are all
components. in your title;

Start the discussions with your DV which are

Few studies have looked at the critical success factors (CSFs)Support
Leadership that affect the success of PMS
and Leadership
Communication; then continue with your three
implementation, despite PMS's apparent universal awareness and adoption in top organizations
IV’s; and through out the thesis you have to do
the same
worldwide. The authors define CSFs as "the primary areas in all sections;
in which businesses must become
Intro, background, prob statement, LR, etcs
effective to fulfill their aim by assessing and categorizing their impacts." According to studies, a

plethora of CSFs must be met for a PMS rollout to be considered a success. A better knowledge

6
of these would help the governments of the UAE manage resources and staff more effectively

(Alharthi, 2014).

The study's goal is to show that leadership and communication are significant factors in

determining employee dedication, job happiness, and the effectiveness of the UAE ministry's

performance management system. Many companies worldwide find it difficult to put PMS into

practice. The current study has narrowed its scope to examine the impact of leadership support

and communication on employee engagement, the working environment, and the function of the

Performance Management System in the Government Ministries in the United Arab Emirates to

better understand the reasons for PMS failure and to circumvent potential obstacles in

implementing PMS within UAE ministries (Parakandi et al. 2014).

Researchers have learned that the UAE government departments lack adequate materials on

PMS. To date, they have been unable to locate any UAE-based studies on premenstrual

syndrome comparable to this one. In the UAE government, however, there is a shortage of

information on the Performance Management System's worth, how it influences employee

engagement and the role that leadership support and communication play in any of these three

areas. On the other hand, there is a lack of published material about the effects of leadership on

morale and productivity in the workplace, as well as the inner workings of the UAE federal

ministry's performance management system. There has been more study of PMS by private

companies than by UAE government institutions. Surprisingly, neither the United Arab Emirates

nor any other developing nation has conducted research on the factors (such as leadership

support and communication) that determine the success of the performance management system

(PMS) (Mawed & Al-Hajj 2017).). However, UAE government agencies do not have PMS

experts on staff. Thus they require support in developing and implementing PMSs aligned with

7
their overall strategy, management structure, and operational processes. The PMS will replace

the company's traditional measurement tools, which do not capture the full scope of

performance. However, without measures to improve top-down support for and Communication

with employees, the workplace, and the PMS itself, the government ministry's Performance

Management System (PMS) in the UAE is in great danger of failing (Shaalan et al. 2021).

The influence of Leadership support and Communication on Employees' Engagement, working

environment and the role of the Performance Management System in the Government Ministries

in UAE is important for this study because these factors have a significant impact on employee

engagement, job satisfaction, and work environment. Effective leadership support and

communication are essential in promoting employee engagement, job satisfaction, and a positive
PLEASE RE-WRITE AND RE-CONSTRUCT
work environment. Leaders who provide THE
support,
WHOLE guidance,
OF YOURand motivation to their employees
PROBLEM
STATEMENT AS MY COMMENT ABOVE;
can enhance their engagement and job satisfaction, leading to improved performance and
AND THE MOST IMPORTANT THE REAL
PROBLEM IS SEEN
productivity. Similarly, effective communication BY THE READER.
is critical for building trust, promoting
BASED ON YOUR WRITING HERE, I
teamwork, and creating a positive work environment. Good communication helps to clarify
CANNOT SEE WHAT IS THE REAL
PROBLEM LIES? AND
expectations, reduce misunderstandings, and improve WHAT IS REALLY
collaboration THEemployees, leading to
among
PROBLEM?
increased job satisfaction and better work environment.
THEN FROM THE PROBLEM STATEMENT,
YOU ABLE TO BUILD THE RESEARCH
Finally, the role of the Performance Management System
QUESTION AND in promoting
RESEARCH OBJECTIVESemployee engagement,
OF THIS STUDY.
job satisfaction, and work environment is crucial. A performance management system that is

transparent, objective, and fair can provide employees with a sense of direction, clear goals, and

feedback, leading to increased engagement and job satisfaction. In the context of the government

ministries in the UAE, the study of the influence of leadership support and communication on

employee engagement and work environment is particularly important as the UAE government

has been investing heavily in improving public sector performance. The findings of this study

8
can help government ministries in the UAE to identify areas where they need to improve their

leadership support, communication, and performance management systems to enhance employee

engagement and work environment, leading to improved public sector performance, increased

job satisfaction among employees, and a positive impact on the overall development of the UAE.

1.4. Research questions

 RQ1: What is the impact of leadership support and communication on employee

YOU REPAIR THE PROBLEM
engagement in UAE ministries?
STATEMENT FIRST AND
 RE-WORDING
RQ2: How do leadership support and communication influence the workingYOUR RQ &
environment
RO
in UAE ministries?

 RQ3: What is leadership and communication's effect on the performance management

system's role in UAE ministries?

The UAE government has been implementing various performance management systems in

different government ministries to enhance public sector performance and promote employee

engagement. In the health ministry, the UAE government has been implementing a performance-

based budgeting system aimed at improving the quality and efficiency of health services in the

country. The performance-based budgeting system is linked to key performance indicators

(KPIs) such as patient satisfaction, waiting times, and staff productivity.

In the education ministry, the UAE government has been implementing a comprehensive

performance management system aimed at improving the quality of education in the country.

The performance management system includes KPIs such as student achievement, teacher

quality, and school efficiency. In the justice ministry, the UAE government has been

implementing a performance management system aimed at improving the efficiency and

9
effectiveness of the justice system. The performance management system includes KPIs such as

case processing times, case backlog reduction, and customer satisfaction. It is important to note

that the specific performance management systems used in the health ministry, education

ministry, and justice ministry may vary depending on the specific ministry and the objectives of

the UAE government.

1.5. Research objectives

There are several objectives for this study listed below:

 To establish the impact of leadership support and communication on employee

engagement in UAE ministries.

 To evaluate the influence of Leadership support and communication influence the

working environment in UAE ministries.

 To investigate the effect of leadership and communication on the role of the performance

management system in UAE ministries.

In the research topic "The influence of Leadership support andTHIS

Communication
SENTENCE ARE on Employees'
WRONG; YOU
MAKE SURE YOU HAVE A CLEAR
Engagement, working environment and the role of the Performance Management System in the
UNDERSTANDING ON WHAT ARE
YOUR DV’s and WHAT ARE YOUR IV’s
Government Ministries in UAE," the independent variable is the leadership support and

communication, while the dependent variables are the employee engagement, work environment,

and the role of the performance management system.

1.6. Significance of the study

The study makes some important contributions to our knowledge of how organizations measure

employee performance, how to evaluate the credibility of influencers, and how to maximize

10
profits during times of crisis. Employees are most valuable when they are given a chance to

accomplish the work they are most passionate about and when they are given the tools to

improve their performance at work. UAE ministries' performance as measured by individual

employees and the overall beneficial impact of employee dedication to the company as measured

by an integrated modeling system. Whether or not employees are motivated to work on a certain

project is also related to the difficulty posed by HR professional systems. The performance of an

organization and its worth are largely determined by the level of employee engagement and

organizational behavior, which in turn is tied to factors like communication inside the workplace

and, ultimately, employees' contribution to the company's positioning value. The study of cost

savings and the value of publications to stakeholders depends on the company's profitability

(Parimalam & Mahadevan 2012).

The system's stated psychological value for employees is crucial to the core issue of theoretical

work involving judgment. The mental and physical capacities of workers are also affected by the

constantly shifting environmental conditions. Cognitive components relating to leaders' beliefs

and the working environment are linked to the emotional reality of a favorable or negative

attitude toward changes in the workplace system. The emotional well-being of leaders enhances

the system's value by making consistent psychological harmony more readily available. The

turbulence-valued system is based on the potential and recognition value of the performance and

development aid. The cognitive factors, such as the perspectives of leaders and the working

environment, are linked to the emotional realities of a positive or negative attitude toward a

changing environment in the workplace. A leader's emotional life increases the system's worth

by ensuring conducive psychological conditions and staff engagement are in place. All of the

system's worth rests on the employees' positive mental response to training and their level of

11
personal investment in and satisfaction with their work. There are high standards for leaders who

undertake transformation. They hope to boost their competitiveness and the resilience of their

employees through ongoing digital transformation. A large percentage of businesses are

changing as well. However, a greater focus on transformation costs businesses potential clientele

and alliances.

Employee performance is critical in achieving market leadership in terms of profit. Workers

depend on communication, effectively managing talent, and the percentage of employees to

focus on the current market ambulance. Because of the unpredictable atmosphere during a tough

scenario, the attack of covid-19 and employee work performance might produce mental and

bodily disturbances (Parry et al., 2021). The contribution of workers, working credibility, and,

most significantly, productivity in the workplace depend on a transparent, open working

environment and the availability of decision-making guidelines and procedures.

The integrated model of employee engagement depends on the work-life balance and the

perceived value of reputation for the functions that depend upon leading and controlling an

organization with a proper planning system to engage the work commitment for the organization.

The approach of the study depends upon the secondary data and conceptual overview of the

literature system and engagement level for the performance appraisal system that can be

dependent upon the incentives and the requirement to achieve the specific task in a short period

which can be helpful for the appraisal system of employees as well as father organization in

terms of getting profit in minimum cost. The emotional reality of a good or negative attitude

toward a changing environment in the workplace is linked to cognitive aspects such as leaders'

views and the working environment. Through the focused availability of psychological

cohesiveness, leaders' emotional lives add to the system's worth. The turbulence-valued system is

12
determined by the potential and recognition value of the performance and development aid (LV,

2020). The emotional reality of a positive or negative attitude toward a changing workplace

environment is connected to cognitive factors such as leaders' perspectives and the working

environment. The emotional lives of leaders bring value to the system by ensuring that the

psychological system is. In the current business situation with covid-19, employee engagement

and working toward human resource management depend upon the negative output towards the

organization. The performance of employees plays an important role in getting market leadership

in the specific term of getting profit. The major challenge of theoretical work of employing

judgment depends upon the psychological value of the system for the employees. The application

of the system and the transparency of the leadership depends upon the employee's engagement

with the level of enthusiasm and organizational value in the market (Boroomand B, 2019). The

total value of the total system is also dependent on the cognitive effect of employees toward

education, individual engagement, and employees' happiness.

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 Chapter Two

2.0 Literature Review

First you have to start with
definition of WHAT IS
LEADERSHIP SUPPORT……
Therrtical Background
explain, elaborate

2.1 Leadership support theory

2.1.0 Transformational Leadership theory You have to start your
writing with LEADERSHIP
As the name implies, transformational leadership focuses SUPPORT;
on making positive changes among
Theories should be at the last
employees. Achieving
section in LR; a desired
just before you result in the UAE ministriesNOT
typically requires a leader to
come with the research TRANSFORMATIONAL
determine what that end is and then meet the requirements of theTHEORY.
LEADERSHIP followers to get there. Strong
framework. At the END of
results are Chapter
achieved2 in UAE government ministries under the direction of transformative leaders

who place a premium on their staff. Some of the most important traits of a transformational

leader include the ability to have an ideological effect, inspire others to take action, motivate

them with intellectual challenge, and show them they are important to overall success. The UAE

ministries encourage their followers to do what is right for themselves, which includes adopting

constructive norms and a cooperative attitude.

Like agents of change, employees embrace a common vision. This research highlights the

importance of transformational leadership in informing business managers' methods to increase

employee engagement and motivation in the hybrid workplace (More et al. 2014).

2.1.1 Open System Theory of Communication

According to the open system theory of communication, the UAE ministries are vulnerable to the

effects of their external context. The environment, interactions, and data are all accessible to the

UAE government's various ministries. The environment provides crucial data to the relevant

14
ministries to maintain the UAE and ensure its continued development and existence. The United

Arab Emirates (UAE) ministries rely on open lines of communication to accomplish their goals.

Ministry communication in the United Arab Emirates is best understood from the social system's

perspective rather than as a simple procedure of sending messages and receiving responses.

Study findings suggest that company leaders may learn much from the Open system

communication theory about effectively engaging their staff in a hybrid work environment.

Similarly, the theory can be applied to illustrate the effects of the conditions on workplace

communication and employee engagement, performance, and motivation (Wang & Hsieh, 2013).

2.2 Communications theories

Appropriate forms of communication are essential to the survival of humanity. However, due to

modern times' cultural and economic shifts, communication has faced many new difficulties,

particularly in the religious sphere. Communication between individuals in a social system is the

exchange of information amongst members of the system to achieve a common goal. Human

interactions can make use of a wide variety of communication modes to best suit the situation.

On the other hand, it suggests that Islam is a communicative faith; dialogue is essential to social

interaction. The ability to express oneself through language is crucial to effective

communication. Culture, which includes language, is the glue that holds communities together.

Further, without language as a means of exchange, cultural traditions cannot be passed down

through the ages or shared among a community's citizens. To the same extent, the language used

within the UAE ministries is crucial in keeping the members focused on the same goals.

Employees at the United Arab Emirates (UAE) Ministry of Foreign Affairs and Trade

communicate primarily through the spoken and written word, passing on the country's rich

cultural heritage (Anitha 2014).

15
2.3 Employees Engagement
Ministry-to-ministry Communication in the United Arab Emirates (UAE) significantly impacts

policymaking. Positive employee engagement stems from open lines of communication between

management and staff. An increase in employee satisfaction can be attributed to improved

communication between supervisors and workers. However, management and staff alike

participate in the responsibility of encouraging employee involvement through open lines of

communication. Employee engagement is a relatively new notion for increasing job satisfaction

and, thus, reducing turnover. Various researchers state that a lower turnover rate is a direct result

of an engaged workforce, similar to the long-held belief that retention rates are highest when

workers are happy in their jobs. Employee involvement in the UAE government is maintained

through internal communication. Companies with good internal communication are four times as

likely to maintain a high level of employee engagement.

Their direct boss influences an employee's engagement level. Unfortunately, there is a shortage

of information available to guide immediate superiors in improving employee engagement

through improved communication. While most managers understand that improved

communication can lead to more invested workers, internal communications tend to be viewed

through top-down directives. On the other hand, employee engagement is influenced by a

number of elements, including employees' beliefs about their contributions' significance to the

UAE ministries' performance, their priorities and concerns, and their access to and use of internal

communication channels. As such, it is up to the leadership of the relevant UAE ministries to set

up reliable methods of internal communication. Furthermore, workers should have discretion

over some matters to have a platform to express their opinions (Azim et al., 2019).

16
Positive employee engagement is most strongly correlated with internal communications from

their leadership. Leaders greatly impact employee engagement because they play jobs requiring

horizontal and vertical internal interactions, such as providing individual support and coaching.

Employees' degree of participation can also be affected by their ideology and perceptions about

the UAE ministries' reputation. Where workers' opinions are valued and heard, employee

engagement thrives. Two examples of internal communication strategies that UAE ministries

could adopt to increase employee engagement are listening to employees at all levels and

providing opportunities for face-to-face connection, similar to social media dialogues.

Furthermore, guidelines and information packets are crucial. Critically communication must be

maintained in a two-way strategy, both vertically and laterally.

2.4 Working Environment

To be an effective leader, it is must first acquire the trust of team, then motivate them, and lastly

assist them as they struggle with challenges. Only then will be able to be of any use to them.

Suppose the leaders of the team want to be more encouraging. In that case, they should

emphasize the importance of teamwork, pay attention to the connections between members, and

show that they are dedicated to the team's success. Only then will they be able to demonstrate

their commitment to the team's success. Because of the high levels of energy and water

consumption that take place on a per-person basis in the country, the United Arab Emirates has a

significant carbon footprint (Azim et al. 2019). The high levels of consumption results from the

country's very large population. The United Arab Emirates (UAE) is one of the countries

currently facing one of the most severe water crises since it has some of the world's lowest

available water supplies on a per capita basis. When insufficient freshwater is not available,

desalinized seawater can be utilized as a substitute for fresh water in some instances.

17
2.6 Employees Engagement and Communication and Leadership Support

Leadership support, communication, and employee engagement are closely related terms in

practice due to their causation relationship. Leadership support and communication surmount

employee engagement in a UAE ministry (Azim et al. 2019). The transformational leadership

style entails leaders offering personalized support to the employees to motivate them, which

occurs in a communicative context. Motivated employees are engaged, rendering higher

productivity (Azim et al., 2019; Osborne & Hammoud, 2017). The advancement in technology

has rendered a contextual work environment in which information and communication

technology is used in UAE ministries' s. In this regard, leaders are empowered to avail

personalized support to the employees to impact engagement virtually. Transformational

leadership is fundamental in creative engagement by stimulating personalized behaviors and

shared vision by inspiring employees.

Effective communication ad interpersonal skills are among the critical traits of effective

leadership. Leaders that focus on improving their leadership skills are more likely to increase

their abilities to enhance employee engagement (Grant, 2019). Some leadership styles entail

more and better communication with the followers; there is a positive relationship between

leadership style and employee engagement. The cultural influence of the leadership style

embraced influences communication efficiency, hence the level of employee engagement.

Leaders support their followers through training, development, and coaching, which deploy

appropriate internal communication strategies and channels (Popli & Rizvi, 2016). Employees'

18
training and development enhance job satisfaction, make employees feel valued and appreciated,

and foster an engaged workforce in UAE ministries'.

Leadership support entails communicating with employees to ascertain they understand their

roles and get clarification on issues affecting them. However, leadership support is only available

in appropriate internal communication channels (Saad, Sudin, & Shamsuddin, 2016). Face-to-

face communication is the most appropriate business context; however, other forms have been

embraced in a hybrid working environment (Scherrer, 2016). Unfortunately, during the Covid-19

crisis, the employees' perceived leadership support declined significantly due to virtual

interactions. Similarly, alterations in the internal Communication forms rendered changes in the

perceived level of leadership support. As a result, the alternative communication methods

embraced during the Covi-19 lockdown had mixed results on employee engagement. Effective

internal communication and personalized and group leadership support collectively contribute to

an engaged workforce in UAE ministries'.

2.7 Employee Engagement

A performance appraisal system is the strategy of linking employees with the goals and

objectives of a business. Employee engagement entails establishing the employees' emotional

commitment to performing their roles as enshrined in their job descriptions (Ubeda & Santos,

2007). The shipment system of the workforce depends on the activity value and the leader's role

in engagement for the UAE ministries' vision and mission achievement. Top-level management

enhances the trust and accountability of the employees. The integrated employee engagement

model is based on work-life balance and the perceived worth of reputation for functions that rely

on leading and regulating UAE ministries (Albrecht et al., 2015). The Payroll appraisals for
19
employees are inappropriate, but during Covid-19, employee excitement and devotion to the job

decreased because of the subsidizing UAE ministries' value and individual productivity

performance (Mani & Mishra, 2020). The effectiveness of the system and the leadership's

transparency are determined by the employees' degree of passion and the UAE ministries' value

in the workplace.

The credibility of employees depends on the monetary value of the service of the employees and

the UAE ministries' performance with linkages to the continuous learning process (Chun, 2005).

On the other hand, system value depends on the environment and evaluation of employees'

recognition value of engagement. The expected value of enhancing the behavior and intention of

the employees in work performance recognition depends on the UAE ministries' performance—

the performance system help in measuring employee's job satisfaction and work engagement

towards a better working environment. The optimistic value of organizing systems and employee

engagement during tough times is associated with management and commitment levels

(Chakraborty & Ganguly, 2019). Therefore, the value of development processes among the

supervisor depends on the transparency of the employee's system. Employee engagement is

directly related to the communication value and consistency of UAE ministries' recognition and

motivation activities (Macey et al., 2011). Similarly, employee skills exploitation and solicitation

of employee feedback through a shared information system significantly influence productivity.

A workplace environment that encourages workers to acquire new skills to handle difficult tasks

contributes to a more engaging environment (Le Clus, 2011). Performance appraisal can be

enacted to boost employee engagement through goal setting. However, performance appraisals

are effective with clear feedback channels, and the authenticity of employee instructions is

reliable (Roch & Williams, 2012). Performance appraisals enable employees to reflect on their

20
requirements and key job requirements. On the other hand, employees better understand business

goals and the role of the business in achieving specified performance levels. On the same note,

performance appraisal enables managers to identify learning and training needs and boost

efficiency in evaluating the system, akin to determining rewarding value. Performance appraisal

plays a critical role in employee engagement through smoothened communication approaches.

Activity value and leadership role in employee engagement are critical in determining workforce

credibility shipment system (Arrowsmith & Parker, 2013). The integrated employee engagement

model is based on work-life balance and the perceived worth of reputation. Besides, leading and

controlling functions in a UAE ministry contribute to a workforce committed to the company's

vision and mission.

Robison (2009) recommended different ways to achieve employee engagement in turbulent

times. For example, employees' communication about what the UAE ministries expect

significantly influences their engagement level. In addition, availing the right resources and

equipment to the employees contribute to a higher engagement level. Employees should be given

opportunities to exercise autonomy on some issues based on their competence. Andrew and

Saudah (2012) reported that employee engagement could be utilized as a mediator to enhance

employees' behavior, intention, and attitudes toward better work performance. Basquille (2013)

denoted that the executive should give managers the required career development opportunities

to provide development assistance, career support, and recognition to the juniors.

Employee work engagement largely poses risks of turnover in the event of negative distributive

value in the workplace (Law et al. 2011). The systems of anticipated value in the engagement

system influence the long-term goals of employee negotiation. The valuation of the system relies

21
on the obligation towards the communication barrier and consistency of employees in engaging

value and consistent, repetitive productive analysis. The turbulence-valued system is determined

by the potential recognized value of the performance and development aid (Lee, 2015). Further,

the emotional reality of attitude toward a changing workplace environment is connected to

cognitive factors such as leaders' perspectives and the working environment.

Psychological conditions and staff involvement are guaranteed leaders' emotional lives that add

to the system's worth (Fry, 2003). The absolute value of the system relies on the cognitive effect

of workers toward education and individual involvement and enjoyment of employees. Customer

happiness and staff evaluation methods are crucial to boosting the UAE ministries' sales profit.

The fundamental issue with theoretical work that requires judgment is that it depends on the

system's inferred psychological worth for employees and the changing contextual variations'

impact on their mental and physical abilities. The emotional reality of attitude toward a changing

workplace environment is connected to cognitive factors such as leaders' perspectives and the

working environment (Kotchemidova, 2010). A system's total value depends on employees'

cognitive effect toward education and individual engagement and happiness to achieve business

goals. Employee engagement influences performance, commitment, and effort to complete tasks.

The ultimate achievement of business results largely depends on executives' adherence to the

UAE ministries' mission and vision statement in handling the employees. Besides, the system's

integrity and communication with employees are influenced by market volatility and the success

of the UAE ministries' system and development possibilities.

The engagement levels can be enhanced in tough periods by taking care of employees' needs and

making the right decisions at the right time (Vickers, 2019). Higher engagement levels are linked

to improved productivity. Therefore, employee engagement should be the top priority for all

22
UAE ministries' s. The business environments have changed drastically during the COVID-19

pandemic (He & Harris, 2020). Human resource management practices are evolving with more

creative, effective, and innovative ways being added by managers to engage employees in

healthy working activities. UAE ministries' s always have a complete awareness that a well-

engaged workforce leads to higher productivity.

The generally accepted employee engagement definition is lacking in the literature. Kahn (1990)

explained engagement as physical and psychological executions. Employees express cognitive,

physical, emotional, and physical engagement in their UAE ministries' roles. The cognitive

expressions are associated with beliefs and the environment of the workplace. May et al. (2004)

tested Kahn's model, denoting that psychological conditions impact engagement positively.

Schaufeli et al. (2002) explained employee engagement as the positive state of mind measured

by dedication, strength, and absorption. Employee engagement is considered satisfaction,

involvement, and enthusiasm for work (Harter et al., 2002). Employee well-being, emotions, and

involvement construct employee engagement (May et al., 2004). UAE ministries' engagement

and job engagement are the basis of employee engagement (Saks, 2017). Employee engagement

is the employees' internal state that mentally, emotionally, and physically commits them to the

UAE ministries'.

Different HR practices increase employee engagement, commonly recruitment, job design,

selection, training, compensation, and performance management (Vance, 2006). In the current

situation, the only companies to survive will be those with support from employee engagement,

communication, and management of talent in proper ways. During the Covid-19 crisis, it was

important for companies to communicate to the employees accurately and honestly about the

situation (Robinson, 2009). The UAE ministries' s and employees are interdependent to achieve

23
the objectives and goals. Employee engagement is integrated into a company's culture instead of

a one-time implementation (Patro, 2013). Employee engagement is highly dependent on

encouragement, development prospects, recognition, communication, fair pay structure,

flexibility of employee hours, participation in decision factors, and an open work environment.

The six C's parameters are essential for effective employee engagement: confidence, clarity,

connect, convey, credibility, and career (Patro, 2013). Engaged employees lead a company to

better productivity and customer satisfaction, and the sales and profits rise for the UAE

ministries'. Integrating effective communication strategies is crucial to impact employees' best

performance (Sarangi & Nayak, 2016). The enhancement of commitment, decision-making of

employees, and transparency are the best ways to increase employee engagement. The level of

commitment and enthusiasm is determined by employee engagement (Chandani et al., 2016).

Employee engagement benefits both the workers and the UAE ministries in the long and short

run.

Robinson (2009) studied an approach to managing troubling situations such as Covid-19 to keep

employees engaged and focused. The UAE ministries' s must communicate the expectations to

the employees. The employees should be given the proper equipment to work efficiently. The

employees should be given the full opportunity to give their best and be recognized for their

performance. The UAE ministries' s should let the workers feel the care of the UAE ministries,

and they should continuously be encouraged. Employee engagement may be a positive factor in

developing better intentions, attitudes, and behaviors of employees toward the best performance

practices (Andrew & Sofian, 2012). Andrew & Saudah (2012) reported that employee

engagement might be utilized better to enhance the employees' intentions, behaviors, and

attitudes to better work performance. The workers should be assisted, supported, and recognized

24
for better performance and employee engagement. Patro (2013) suggests freedom for employees

to make their work interesting and have a more engaging environment. Companies should have

continuous and active efforts to meet employee expectations and generate better employee

performance, which directly impacts the performance of UAE ministries'.

Bedarkar & Pandita's (2014) integrated employee engagement model denotes that the key

drivers for employee engagement are communication, leadership, and work-life balance. Jalal

(2016) suggests that employee engagement highly affects UAE ministries' commitment and is an

important determinant of commitment. Lee et al. (2016) consider employee engagement a big

challenge for HR professionals. The employees with moderate engagement in the jobs are either

detached from them or work for fear of losing their jobs. Garg et al. (2017) revealed a direct

relationship between job satisfaction and work engagement. Higher levels of engagement result

in reducing absentees and job stress and the betterment of health and well-being.

Moreover, employee engagement is directly linked with the company's performance (Saks,

2017). Businesses with better employee engagement get better profits due to cost and time

reduction due to strong corporate culture where the person feels supported and important.

Management trusts in employees, slightly flatter hierarchies, and leaders are role models that

increase employee engagement (Sievert & Scholz, 2017). Communication, satisfaction, and

employee engagement are correlated with each other. Internal communication plays a significant

role in employee engagement (Verčič & Vokić, 2017). Employees' engagement increases their

emotional attachment to the UAE ministries' s, and they trust more UAE ministries leaders.

The engaged workers are more optimistic, keep better interpersonal rapport with others, and

show higher performance levels in UAE ministries (Jena et al., 2018). Employee engagement is

25
the best driver for better economic, functional, and psychological benefits. Communication,

perceived Communication, learning, knowledge sharing, and Intrapreneurship are directly

associated with employee engagement. UAE ministries' s investing more in human resource

management get a more engaged and productive workforce, resulting in better returns (Tensay &

Singh, 2020). Employees' happiness always results in higher levels of employee engagement

(Barreiro & Treglown, 2020). Employee engagement is an essential and integral part of any UAE

ministry, which is highly important for effectively utilizing resources and achieving goals

rapidly.

2.8 Theoretical Framework

 H1: Leadership support has a positive influence on leadership communication

 H2: Leadership support has a positive influence on Employee engagement and the

working environment

 H3: Leadership communication has a positive influence on Employee engagement

and the working environment

26
  Communication has a mediator role between Leadership support and employee

engagement

 H4: Leadership support and Leadership communication have a positive influence on

Employee engagement and the working environment

Chapter 3

3.1. Overview

The chapter aims to present the methodology cycle for the study. The secondary source would be

used for further research in terms of getting servers from the UAE ministries and getting an

overview of the process for the HR system of the UAE ministries'. The system's value depends

on the evaluation with an analysis of employee job satisfaction and engagement.

3.2.Methodology

It's essential to have the proper research approach to answer the research questions completely

and precisely. Therefore, the research plan is based on choosing the right methodology to

achieve research objectives. Many elements were considered while choosing the research

methodology. This research will utilize a quantitative research design to investigate the influence

of leadership support, Rewards, and Communication on Employees' Engagements in a hybrid

working environment of the UAE government employees and the mediating role of the

performance management system. A quantitative research design will be used as it helps to

examine the large sample of respondents' opinions about the suggested phenomenon thoroughly.

Accordingly, the researcher can take a point of view of human behavior (Lakshman et al., 2000).
27
The research will be empirical and will use a survey-based questionnaire. Neuman (2006) argues

that quantitative research aims to help test the cause-and-effect relationship and test these results'

generalization. The researcher used a survey to collect primary data (Sukamolson, 2005

&Babblie, 2013).

For an effective sample to be conducted, there ought to be certain steps and a number that needs

to be reached. In this case, this ensures that the research analysis is done effectively, as it will

also bring about much better and more effective results. The best sampling method to use in this

case is the random sampling method, which adopts certain criteria for the effective selection of

the results. The method's advantages are that the sample represents the target population, while

the disadvantage is that the sampling method is difficult to achieve, as it requires time, effort,

and money.

3.3 Measures

This research will utilize a survey instrument and includes all variables selected based on

previous studies and the constructs. These variables and measures are; Leadership Support,

Rewards, Communication, Performance Management System and Employees Engagement. All

variables were. This study's framework comprises a dependent variable representing one

dependent variable, employees' engagement, and a mediator variable performance management

system. The independent variables are leadership support, rewards, and communication. All

items were measured on a five-point Likert-type scale where 1¼strongly disagrees, and

5¼strongly agree.

28
3.4. Sampling Design

The quantitative study depends upon secondary sources for the measurement of the research for

the appraisal system of the employees. The statistical and medical statement for the research

depends on the overall evaluation of the system with the fundamental value and the requirements

of the research with methodology system and the sampling towards the collection of data from

the survey and the answer to the questions. The integrated employee engagement model is based

on work-life balance and the perceived value of reputation for responsibilities dependent on

leading and directing an organization with a good planning system to engage work commitment.

The study's methodology is based on secondary data, a conceptual overview of the literature

system, and the degree of participation in the performance assessment system, which incentives

and requirements may influence.

According to Sekaran (2003), the sample size for quantitative research is larger than 30.

Furthermore, according to Scheaffer et al. (1979; 1986), to determine the size of any study

sample, some information is required concerning the size of the population, the desired error

level (e.g., 5%), and the desired level of confidence (e.g., 95%) as shown in Table (3.1).

Therefore, based on this above assumption, a 384 sample size is suggested at a 95% confidence

level and a 5% margin of error, as shown in Table (3.2). After that, we will determine how many

questionnaires will be distributed to obtain at least 384 samplings. This will be based on the

number of samples used in past studies, which indicate a response rate of 45% (Wilkins, 2005;

Hede and Thyne, 2007). Thus, 850 respondents (government UAE ministries' s workers) are

needed based on this percentage. However, to achieve the best possible percentage of

respondents, the researcher targeted more than one thousand employees from different

government UAE ministries s in UAE.

29
Table: 3.1:

N Sample

20,000 377

30,000 379

40,000 380

50,000 381

75,000 382

˃ 100,000 384

N= is the population size , S=is sample size

Source: Sekaran (1992 & 2003)

Table 3.2

Accuracy of Margin Error (%) Confidence Level

90% 95% 99%

±10 68 96 165

±09 84 118 204

±08 106 150 258

±07 139 196 3,32

±06 189 267 4,59

±05 272 384 6,60

30
 ±04 452 600 1,032

±03 756 1,068 1,835

±02 1,072 2,401 4,128

±01 6,808 9,604 16,512

Source: Vokell and Asher (1995. p, 241)

3.5. Target Population

The target population of the research will be the employees of different government UAE

ministries' s who have been working remotely during the covid 19 pandemic. This depends on

the monetary worth of the employees' services and the UAE ministries' success, directly relating

to the employees' continual learning and improvement process. The environment influences the

system, and it is fascinating to evaluate the system for their workers and the recognition value of

engagement. The UAE ministries' performance determines the expected benefit of improving

employee behaviour and intention in work performance recognition. Examining employee job

satisfaction and engagement through the evaluation of a system for job satisfaction and work

engagement.

3.6. The Pilot Study

It is essential to make a Pilot test to check questionnaire reliability, questionnaire variables, and

language used. There are several advantages of executing pilot testing before carrying out the

actual survey, such as testing the questionnaire wording, checking the structure of items,

attaining familiarity with respondents, estimating the response rate of the targeted sample, and

examining the potential problem of the research method or the design prior the main research

(Ticehurst & Veal, 2000).

31
According to Saunders et al. (2003), it is very valuable to conduct a pilot study before data

collection. In addition, Sekaran (2000) stated that a pilot study is executed to correct any

insufficiencies in the instrument before data collection. Furthermore (Yin, 1994) stated that a

pilot study is used mostly to help the researcher to make the required modifications accordingly.

Modifications should be done by testing and checking the questionnaire on a small population

sample through the pilot study.

Therefore, before deciding on the instrument to be utilized in this study, a pilot study will be

conducted using a convenient sample (100 employees). The researcher sent the respondents and

requested them to report any confusion they felt while completing the questionnaire to identify

difficulties in wording and context. The reliability test for each instrument will be calculated

using the pilot study data. We will select 100 employees randomly for our pilot study from

different government UAE ministries' s and the link to an online survey to be shared with them

with a cover letter to explain the study, its objectives, and the confidentiality of answers. Once

the survey is answered, the data will be analyzed using SPSS for reliability.

3.7. The Study Tools

Online meetings and conveying meeting schedules over text messages have replaced face-to-face

discussions. Low internet speed and no fixed working hours seemed normal during the crisis. It

has led to a sudden shift towards allowing a major fraction of employees to work from home.

Salaries are also delayed due to reduced productivity at home. Most companies complain about

delayed projects; hence, salary deductions are being done in almost all sectors (Lachowska,

2020).

32
3.8. Honesty Procedure

Results revealed that workers are moderately engaged, meaning some may be detached from

their current roles or fearful of losing their jobs. Job satisfaction is a significant driver of work

engagement. Garg, Dar, and Mishra's (2017) results revealed a positive relationship between job

satisfaction and work engagement. Further analysis showed that employee job satisfaction leads

to employee engagement. Employee engagement linked to financial performance comprising

revenue growth, profit margins, shareholder return, and operating income is almost three times

greater than UAE ministries' s with disengaged personnel. It also elaborates that higher employee

engagement results in lower absenteeism, job stress, and better well-being and health. Further

research shows that employee engagement affects a company's bottom line and is linked to

business performance (Saks, 2017). Engagement of employees results in business profits like

cost and time savings if a UAE ministry provides a strong corporate culture in which personnel

feels important and supported by the UAE ministries'.

33
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