Vietnamese Employee Work Engagement. Influence Of Organizational Socialization Tactics And Work-Home Interactions | Zendy

Thị Hồng Thái Bùi | Zendy; Tran Thi Minh Duc | Zendy

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Vietnamese Employee Work Engagement. Influence Of Organizational Socialization Tactics And Work-Home Interactions

Author(s) -

Thị Hồng Thái Bùi,

Tran Thi Minh Duc

Publication year - 2017

Publication title -

the european proceedings of social and behavioural sciences

Language(s) - English

Resource type - Conference proceedings

ISSN - 2357-1330

DOI - 10.15405/epsbs.2017.10.66

Subject(s) - vietnamese , socialization , work engagement , work (physics) , psychology , context (archaeology) , social psychology , scale (ratio) , public relations , employee engagement , survey data collection , industrial and organizational psychology , applied psychology , political science , statistics , mathematics , mechanical engineering , philosophy , linguistics , paleontology , physics , quantum mechanics , engineering , biology

Work engagement is seen to be affected by plenty of organizational factors and individual psychological characteristics of an employee. This study was conducted in an effort to discover which organizational socialization tactics and work-home interactions factors have the strongest influence on an employee’s work engagement. As such, the study aims at measuring and exploring the impacts of organizational socialization tactics (content, context and social tactics) and work-home interactions (positive work-home interaction, negative work-home interaction, positive home-work interaction and negative home-work interaction) on Vietnamese young employees’ work engagement. Data were collected from questionnaires with 675 respondents with highly academic background, under 30 years old and with less than 5-year working experience at their organizations. The measuring instruments adopted in the study include the Organizational Socialization Tactics scale (Cable & Parson, 2001), the Survey Work-Home Interaction-Nijmegen (Geurts, 2000) and the Utrecht Work Engagement Scale (Schaufeli & al., 2002). The results demonstrated a significant relationship amongst all independent variables, except negative home-work interaction, and the dependent variable. Furthermore, positive work-home interaction was the most influential factor on employee work engagement. These results carry an implication that it is crucial for young employees to maintain positive relationship between work and private life, apart from organizational socialization tactics to improve their work engagement. © 2017 Published by Future Academy www.FutureAcademy.org.UK

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