| Abstract [eng] |
This thesis examines the interconnections between employee engagement, trust, and well-being and their impact on job satisfaction, with a focus on Liberian organizations. Grounded in theoretical frameworks like Kahn's engagement theory, Mayer et al.'s trust model, and the Job Demands-Resources (JD-R) model, the study highlights the importance of fostering supportive work environments to enhance satisfaction and performance. Using a survey of 300 respondents and tools such as the Utrecht Work Engagement Scale and Tzafrir & Dolan's Trust Questionnaire, the findings reveal that trust and well-being directly enhance job satisfaction, with employee engagement acting as a critical mediator. The study underscores Liberia's unique socio-economic context, where resource constraints and cultural norms influence organizational dynamics. Recommendations include fostering trust, prioritizing well-being, and leveraging job resources, offering actionable insights for organizations to improve satisfaction and performance while addressing local challenges. |
