| Abstract [eng] |
Individual and organizational factors of bank employees‘ work engagement in the context of COVID-19 pandemic Gabrielė Kotryna Dargužytė, Vilnius university, Vilnius, 2021, 101 pages The COVID-19 pandemic, which started in March of 2020, has caused a lot of changes in various organisations worldwide, including various banks. The way the work is organised and various job characteristics has changed for many employees during the pandemic. It is still not known how the pandemic and its consequences affected employee well-being and work engagement. Therefore, the main purpose of this master thesis was to measure the bank employees' work engagement in the context of the COVID-19 pandemic and to understand what organisational and individual factors are affecting it. In total, 403 employees of the international bank in Lithuania participated in this research. The average age of respondents was 36,5 years. There were 272 (67 percent) women and 131 (33 percent) men who completed the questionnaire. In order to reach the goal of this study, employees of the bank completed the questionnaire on the internet, which was compiled from various different scales (e.g. Utrecht work engagement questionnaire (UWES-3), job resources scales, personal characteristics scales, proactive behavior scales) and some additional demographic questions. The results of this correlational study revealed that the level of bank employees' work engagement during COVID-19 pandemic was quite high (compared to European norms) and it differed a little bit between some demographic groups, but it did not differ between those who worked remotely, in the office and those who worked sometimes remotely, sometimes in the office. Job resources (except autonomy) and self-efficacy did not differ between employees who worked in different locations (remotely, in the office, sometimes remotely, sometimes in the office). Even after controlling the influence of demographic factors, organisational factors (some job resources) and individual factors (self-efficacy) predicted work engagement of bank employees who worked remotely and sometimes remotely, sometimes in the office. In the group of employees who worked only in the office, work engagement was predicted by job resources, but not self-efficacy. From all the organisational and individual factors, opportunities for development was the strongest predictor of work engagement among those who worked only remotely and only in the office. Lastly, this study revealed that some individual factors (employee's self-management while working remotely, job crafting, and the wish to separate work and personal life) are also important for work engagement of those employees who worked only remotely. |
