Human Resource Practices as Predictors of Work-Family Conflict and Employee Engagement among Employees in Indian Insurance Companies: An Application of Multinomial Logistic Regression Analysis
Authors: Dr. Sudhir Chandra Das
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Aim of the Study: The study is intended to understand the influeences of perceived HR practices of globalised Indian insurance companies on work family conflict and employee engagement.
Research Philosophy and Strategy:Underlying principle of the study is deterministic philosophy based whereas the paper highlights established causes with outcomes. The study applied Multinomial Logistic Regression (MLR) model which is one of the important methods for categorical data analysis experimented with ten well practiced HR issues namely job design, flexi-schedule, working conditions, performance appraisal, remuneration, job security, T & D, workforce planning, stress management and employee well-being. The data set of the study consist 220 respondents from 20 insurance companies (public and private) located at Kolkata region, West Bengal.
Conclusions and Implications:The conclusion from the study is based on Indian and western literature also through empirical evidence that perceived HR practices are quite impressive for employee engagement but consequential outcome on family domain seems quite dark. The study found that four out of ten select HR practices namely job design, flexi schedules, compensation and training and development does not have any impact on work family conflict and to be considered as finest HR indicators. But performance appraisal, compensation system, stress management and manpower planning projects non-influential practices in case employee engagement. The study would be beneficial for the insurance HR professionals to relook and re-shape their existing HR practices vis-a vis work life balance policies.
Scope for Further Study:Although above relationship based on limited indicators, therefore difficult to generalised, so structural equation modelling could be used to test more focused relationships embedded within HR practices and Work Family Conflict/Employee Engagement. Additional research could also be conducted to determine the causal influence and temporal dynamics of the relationships between engagement, and work family conflict.