| Abstract [eng] |
88 pages, 21 table, 8 figures, and 120 references. The aim of the Master's thesis is to reveal the impact of well-being on performance through the mediation of employee engagement and to provide practical recommendations. The following objectives were set forth to achieve this goal: 1.Based on the scientific literature, analyse the concepts of well-being, individual work performance and engagement; 2.Based on the scientific literature and empirical research, identify the links between well-being, individual work performance and engagement; 3.Through an empirical study, invyragate the impact of well-being on employees' individual performance mediated by engagement; 5.Provide conclusions and recommendations to increase employee well-being and engagement. The master’s thesis is comprised of three sections: a literature review, methodological part of the study, results, conclusions and recommendations. In the literature review, the author analyses the theories of wellbeing, employee engagement, and individual work performance. In section two, the author presents their research model, including its methods, key stages, and structure. The aim of the study was to determine the impact of well-being on individual performance through the mediation of employee engagement. To achieve this, 240 respondents were surveyed. The results of the study were compared with other existing studies. The data obtained were processed using SPSS software. The analysis and results of the research data are presented. This study deployed the following methods: descriptive statistics, the Kolmogorov-Smirnov and Shapiro Wilk tests, Cronbach's alpha, means, standard deviation, linear regression analysis, and mediation. The study revealed that employee well-being has a positive impact on employee engagement. The regression analysis revealed a significant coefficient between employee well-being and employee engagement, confirming the significant and positive effect. Employee engagement was found to be largely unaffected by individual performance, but employee well-being remained positively correlated with these outcomes. The study did not support the hypothesis that employee engagement mediates the relationship between employee well-being and individual performance. While there is a significant direct effect of employee well-being and employee engagement, the indirect effect of employee engagement on individual performance is not statistically significant At the end of this paper, the author presented the findings of the literature review, the results obtained, limitations and recommendations. According to the author, these constructs, due to their limitations, can be explored in further future research. |
