The influence of personnel department and line managers on employee engagement

The thesis investigates influences of emloyee engagement. More specifically, it examines the extent to which employee engagement is influenced by line management and personnel depratment, supplemented by other crucial factors. The research uses mixed method research design including a questionnaire survey and interviews with personnel managers of three manufacturing companies. The questionnaires measure the level of employee engagement using a valid tool – UWES questionnaire, and the perceived quality of personnel practices of line management and personnel department in specific companies and other crucial factors of engagement. The findings of the linear regression show that the perceived practice of line managers influences the employee engagement, while the pracice of the HR department does not significantly influence the engagement. From the other factors, engagement is only influenced by feeling of belonging to co-workers and the organization. The results thus confirm the importance of line management for employee engagement, but above all they contribute by showing that the personnel department cannot directly influence engagement. In conclusion, the directions for further research are indicated and practical recommendations for management are formulated.