Human resource management practices and employee engagement: the moderating effect of supervisory role

AbstractUsing the assertions of the social exchange theory, this study investigates the moderating effect of supervisory role in human resource management (HRM) practices and employee engagement relationships. This study used a cross-sectional survey design and collected data from 280 employees in Bangladesh’s readymade garments (RMG) industry. We tested the hypothesized model in SMART-PLS software through a structural equation model (SEM). An importance-performance matrix analysis (IPMA) was also performed to prioritize managerial actions. According to our findings, HRM practices have a significant relationship with employee engagement in the RMG industry, and the supervisory role of line managers moderates this relationship. Specifically, employee engagement increases in tandem with positive supervisory roles and vice versa. The IPMA analysis demonstrates that training and development…