Research

Presentation
THE IMPACT OF WORK
ENGAGEMENT ON JOB
PERFORMANCE OF IT SECTOR
PRESENTED BY
EMPLOYEES IN THE HYBRID SAMRIDHI TRIVEDI
CHRIST (Deemed to be University)
WORKPLACE
 1 Background of the Study

2 Problem Statement

3 Framework

Agenda 4 Methodology

5 Hypothesis

6 Analysis

7 Findings
Background of the
Study
In recent years, the concept of a hybrid workplace has gained
momentum, where employees have the flexibility to work
remotely and in-office. One of the critical challenges is to
enhance work engagement and job performance of employees in a
hybrid workplace and human resource practices play a vital role
in achieving this objective. HR procedures have a significant
impact on how the workplace is designed and how employees
behave. Performance management, training and development,
benefits, and employee engagement initiatives are a few examples
of HR procedures that may be pertinent to the study's issue.
Problem
Statement
The adoption of the HR practices and its
implementation same as working from
office is quite difficult as if the practices of
HR are not being applied properly in
working from home it might affect the
performance and employee engagement.
Positive staff involvement increases sales
by 20%, earnings by 21%, customer
happiness by 10%, and productivity by
17%, per the report. (Sharma, 2023).
Framework
OBJECTIVES RESEARCH QUESTIONS

. • What is the relationship between work engagement and

• To study the impact of work engagement on job job performance among employees in hybrid
performance of employees in hybrid workplace. workplaces?

• To assess the relationship between work engagement • How does the level of work engagement impact the job
and job performance of employees in the hybrid performance of employees in hybrid workplaces?
workplace.
Methodology
Scales used
• The Utrecht Work engagement scale (UWES)
(Schaufeli et al., 2002), a 17 item tool which was
used to measure the work engagement levels of
employees. A seven-point likert scale ranging
from (1) ‘Never’ to (7) ‘Always’ was used to
measure the responses. Koopmans (2014) scale
was used to measure job performance of
employees, consists of 18 items, covering 3
dimensions of employee performance.
Population & Sampling Method
• The participants of the study are IT employees
based in all the states of the country. The sample
size is 202 employees in which 92 responses
came from Males, 106 came from female workers
and 04 participants prefer not to say. The
sampling method used for the study is a
convenience sampling technique will be used to
collect the data
Data Analysis-Jamovi (2.3.28)
 HYPOTHESIS

H1: There is a significant positive correlation between task performance and work
engagement.
H2: There is a significant positive correlation between contextual and work engagement.
H3: There is a significant positive correlation between counterproductive and work
engagement.
H4: There is a significant difference on job performance based on marital status.
H5: There is a significant difference on job performance based on level of management.
H6: There is a significant difference on job performance based on years of experience.
 Findings
WORK ENGAGEMENT AND SUB-VARIABLES OF JOB PERFORMANCE
1.Work engagement is positively correlated with task performance (p = 0.028)
2.There is a weak positive correlation (Spearman's rho = 0.034) between work engagement and contextual
performance, which is not statistically significant (p = 0.635). Thus, H2 is rejected.
3.There is a very weak positive correlation (Spearman's rho = 0.026) between work engagement and
counterproductive behavior, which is not statistically significant (p = 0.718)
JOB PERFORMANCE AND DEMOGRAPHIC DETAILS
4.There is a significant difference in job performance based on marital status. The p-value associated with the
test is 0.009.
5.There is a significant difference in job performance based on the level of management, as indicated by the
Kruskal-Wallis test (χ² = 7.92, df = 2, p = 0.019).
6. There is a significant difference in job performance based on years of experience, as indicated by the
Kruskal-Wallis test (χ² = 7.84, df = 3, p = 0.050).
 References
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