Evaluating the Relationship Between Self-Leadership, Coaching Leadership, Meaningful Work, and Employee Engagement in Micro, Small and Medium-sized Enterprises (MSMEs): the Moderating Role of Perceived Organisational Support

Tan, Maisy (2024) Evaluating the Relationship Between Self-Leadership, Coaching Leadership, Meaningful Work, and Employee Engagement in Micro, Small and Medium-sized Enterprises (MSMEs): the Moderating Role of Perceived Organisational Support. Masters thesis, Tunku Abdul Rahman University of Management and Technology.

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Abstract

Gaining further insight into employee engagement in Malaysian Micro, Small, and Mediumsized Enterprises (MSMEs) is the aim of this research. Self-leadership theory and the Conservation of Resources (COR) theory are embraced as theoretical underpinnings for the construction of the conceptual framework. The direct and mediation relationships between employee engagement, meaningful work, coaching leadership, self-leadership, and perceived organisational support are all examined in this study. Additionally, the moderating effect of perceived organisational support on the link between meaningful work and employee engagement is established by this research. Subsequently, the examination focused on the intermediary function of meaningful work in the association between employee engagement and both self-leadership and coaching leadership. A total of 212 samples were gathered for this study via online questionnaire surveys, and the Statistical Package for Social Sciences (SPSS) was used to evaluate the data. According to the analysis's findings, meaningful work both positively correlates with employee engagement and substantially influences the relationship between the dependent variable, employee engagement and the independent variables, self-leadership and coaching leadership. The non-significant correlation shown between coaching leadership, selfleadership and employee engagement, however, suggests that neither will have an impact on it. The moderator analysis's findings show that employee engagement and meaningful work are not significantly impacted by perceived organisational support. With the results obtained from this study, theoretical and managerial implications are included. The study's limitations are also discussed, along with suggestions for other research projects that would deepen our understanding of MSMEs' employee engagement in Malaysia