Abstract
The purpose of this paper is to determine the relationship between transformational leadership, employee voice, training and development, and employee engagement among employees in a financial institution in Kuala Lumpur, Malaysia by using social exchange theory in this study. Quantitative data were collected using survey design, for which 248 employees responded. These employees were sourced from the financial institution. Based on multiple linear regression analyses, this study finds that transformational leadership, training and development are positively related to employee engagement. However, employee voice has no significant influence on employee engagement, which is employee engagement is not influenced by employee voice. The findings of this study offered useful knowledge and bright insights for future researchers concerning the scope of the study. In the matter of practice, the findings have contributed to the management of the banking sector in which they can apply two independent variables such as transformational leadership and training and development to enhance employee engagement in a financial institution.
Highlights
According to Aon Hewitt Trends in Global Employee Engagement (2018) survey on “trends in international employee engagement”, Malaysia is slowly improving in terms of employee engagement, reaching to 63% in 2018
The findings revealed that transformational leadership impacts the level of engagement among employees
The proposed research objective is to determine the relationship between transformational leadership and employee engagement
Summary
According to Aon Hewitt Trends in Global Employee Engagement (2018) survey on “trends in international employee engagement”, Malaysia is slowly improving in terms of employee engagement, reaching to 63% in 2018. The country ranks among the lowest in the Asia Pacific, which is falling behind its neighbouring nations like Indonesia and the Philippines This shows that employee engagement in the international aspect has to deal with high challenges to preserve it within the organization. Engagement by the employee is seen as the key to efficiency This is because employees who are fully engaged with their job and organization will enhance the unity at the workplace and motivate other employees. Some of the companies have limited their hiring in recent years because of the slow economic recovery and uncertain economic conditions In this case, some companies have made employee engagement an important aspect of increasing workload for the existing staff.
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