THE INFLUENCE OF PERCEIVED ORGANISATION SUPPORT ON EMPLOYEES’ ENGAGEMENT IN TANZANIA: A CASE OF SMES

Abstract

Purpose- For the organization to strive in today's competitive environment, managers should provide a working environment that is conducive and supportive to its members/employees. Human beings like to be recognized, valued, and taken care of while they are performing their duties. The study examines the influence of perceived organisation support on employees' engagement in small and medium enterprises in Tanzania. Methodology- The study is guided by the Social Exchange Theory which explains that the amount of care and support given to the employees is the same amount of commitment they will give back to the organisation and hence engagement. The study is positivist where cross-sectional design was used to study the relationship between perceived organisation support and employees' engagement in SMEs, and it was done in three regions which are Dar es Salaam, Morogoro and Manyara. The study used stratified sampling and structural equation modelling was used to analyze data. Findings- The findings showed that organisation support has a significant influence on employees' engagement (both job and organisation engagement). Conclusion- The study recommends that SMEs should support employees by matching their interests with those of the SMEs. When these interests match, is where the employees feel valued and respected and perceive that the organisation cares about their well-being.

Keywords

• Perceived organisation support
• employees
• SME
• engagement
• Social Exchange Theory

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