Investigation of the Relationship among Work Engagement, Career Satisfaction, and Job Performance: A Study on Bank Employees

Abstract

Purpose – This study aims to examine the relationships among career satisfaction, work engagement and job performance variables that determine the success of organizations. The fact that there are very limited studies in the literature examining these three variables together constitutes the importance of the research. The findings obtained from the study are expected to contribute to theory and provide important implications for practitioners.
Design/methodology/approach – In the study, designed according to quantitative research methods, the survey method was used as the data collection technique. Data were collected online from bank employees and a total of 414 surveys were obtained. In the study, firstly, the demographic characteristics of the participants were examined. Then, the research model and alternative model were tested through path analysis.
Results – The findings show that the career satisfaction levels of employees have a significant effect on their job performance. Also, the findings show that the vigor and absorption dimensions of work engagement have significant effects on work performance, while the dedication dimension does not have a significant effect on work performance. It has been determined that work engagement and career satisfaction variables are in a covariance relationship and significantly affect each other.
Discussion – The ability of labor-intensive organizations to achieve their goals is directly related to the performance of their human resources. In this respect, the findings reveal the importance of producing policies for the short- and long-term career expectations of employees. Thus, the career satisfaction levels of employees can be increased and it can be made possible for them to show high performance. In addition, the fact that the dimensions of work engagement, namely vigor and concentration, have significant effects on work performance can be emphasized as an important finding for managers. In this respect, it can be stated that preferring employees with high levels of commitment and periodically producing policies to increase the commitment levels of employees can be expressed as a finding that human resources managers should take into consideration. The fact that the research revealed that career satisfaction, work engagement and job performance variables affect each other holistically shows the importance of organizations examining the effects of these variables on employees together.