HRM Practices and Employee Engagement: Role of Organizational Politics

Abstract

Purpose. The purpose of this study was to examine the moderating effect of organizational politics between the relationship of HRM practices (job security, training and development and employee participation in decision making) and employee engagement in education sector among teaching and management faculty in public and private colleges in Pakistan. Design/methodology/approach. The survey includes data from 160 employees among public and private colleges. Six hypothesis were tested on base on the constructed model. SPSS and Warp PLS software was used to analyze the hypothesis and to run different statistical tests. Findings. This study finds that HRM practices such as training and development and employee Participation in decision making are the significant predictors of employee engagement. Results also identifies that job security is not a significant predictor of employee engagement. And organizational politics does not play the role of moderator.