Perceived organizational support and employee engagement: effect of psychological capital and warkplace mindfulness

Abstract

The study examines the impact of psychological capital and mindfulness in the workplace on the connection between perceived support from the organization and employee engagement in Nepali commercial banks. This research employs a cross-sectional survey strategy to investigate the relationship between perceived organizational support, employee engagement, psychological capital and workplace mindfulness among employees of Nepali commercial banks. Using purposive sampling, data was collected from 426 respondents via printed questionnaires. Partial Least Squares-Structural Equation Modeling (PLS-SEM) was used to analyze the data. The findings show that employee engagement, psychological capital, and workplace mindfulness are significantly impacted by perceived organizational support. Additionally, psychological capital and workplace mindfulness were found to have a positive influence on employee engagement. The research determined that psychological capital acts as a go-between for the relationship between the perception of support from the organization and employee involvement, whereas the presence of mindfulness in the workplace does not have any effect in this relationship. The study has provided theoretical and applied inferences for academicians and practitioners. Theoretically, it has investigated mediational mechanism of PsyCap and WM on POS and EE in reference to organization "support theory" (Eisenberger et al., 1986); "social exchange theory" (Blau, 1964), "self-determination theory" (Deci & Ryan, 2000), and "conservation resource theory" (Hobfoll, 1989), It was commonly believed that POS could lead to EE among employees. However, this study found that the PsyCap plays a mediational mechanism for EE among employees of Nepali commercial banks. This research could be an important turning point in comprehending employee engagement. Thereby understanding the mechanism of PsyCap and WM. This is one of the first pieces of research to investigate the mediating mechanism of PsyCap and WM with POS and EE. Managerially, this study provides meaningful insights for EF to management practitioners. This study suggests that HR managers could increase employee engagement not only by organizational support from senior employees and colleagues but also from building PsyCap among employees during the process of socialization and recreational activities. The employee empowerment programs, training and development could be developed to uplift the level of PsyCap by human resource department in the different commercial hanks.