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Evaluating the effectiveness of Human Resource Development best practices on enhancing employee engagement: a study of Manila's University Belt food service sector / De Torres, Pauline Yezha E. Dela Cruz, Julia Mae P. Esteban, Frances Carlyn B. Fuentes, Roan C. Pimentel, Kyla Mae R. 6

By: De Torres, Pauline Yezha E. Dela Cruz, Julia Mae P. Esteban, Frances Carlyn B. Fuentes, Roan C. Pimentel, Kyla Mae R. 4 0 16, [, ] | [, ] |

Contributor(s): 5 6 [] |

Language: Unknown language code Summary language: Unknown language code Original language: Unknown language code Series: ; 202446Edition: Description: 77 pagesContent type: text Media type: unmediated Carrier type: volumeISBN: ISSN: 2Other title: 6 []Uniform titles: | | Related works: 1 40 6 []Subject(s): -- 2 -- 0 -- -- | -- 2 -- 0 -- 6 -- | 2 0 -- | -- -- 20 -- | | -- -- -- -- 20 -- | -- -- -- 20 -- --Genre/Form: -- 2 -- Additional physical formats: DDC classification: | LOC classification: | | 2Other classification:

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Action note: In: Summary: ABSTRACT This study was conducted to evaluate the effectiveness of human resources development best practices for improving employee engagement in the food service sector in Manila's University Belt. The aspects examined were the HR practices that were implemented through the basis of Ability, Motivation, and Opportunity-enhancing practices and psychological conditions to help their employees feel satisfied with their jobs through engagement at work. The researchers used a descriptive-correlational method in this study wherein a 5-point Likert scale was utilized, and a simple random sampling design for the sample population. Frequency, percent distribution, mean, Pearson correlation, and simple regression were used in the statistical evaluation. With thorough analysis of the survey, the researchers have found out that in the matter of food service workers, the Human Resource Development practices and psychological conditions of meaningfulness, safety, and availability do not all have a relation with HRD practices. The study also discovered that Psychological Meaningfulness and Psychological Availability are significant factors in shaping employee engagement, though the negative correlation of Psychological Availability implies that the dependent variable tends to increase as availability decreases. Psychological Safety does not seem to play a significant role in predicting studied outcomes. This reveals that implementing HRD practices of fast-food sectors in university belt Manila, considering the Ability, Motivation, and Opportunity-enhancing practices (AMO) theory and psychological factors significantly impact employee engagement. Other editions:

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Business Research: (BSBA major in Human Resource Management) - Pamantasan ng Lu ngsod ng Maynila, 2024. 56

ABSTRACT This study was conducted to evaluate the effectiveness of human resources development best practices for improving employee engagement in the food service sector in Manila's University Belt. The aspects examined were the HR practices that were implemented through the basis of Ability, Motivation, and Opportunity-enhancing practices and psychological conditions to help their employees feel satisfied with their jobs through engagement at work. The researchers used a descriptive-correlational method in this study wherein a 5-point Likert scale was utilized, and a simple random sampling design for the sample population. Frequency, percent distribution, mean, Pearson correlation, and simple regression were used in the statistical evaluation. With thorough analysis of the survey, the researchers have found out that in the matter of food service workers, the Human Resource Development practices and psychological conditions of meaningfulness, safety, and availability do not all have a relation with HRD practices. The study also discovered that Psychological Meaningfulness and Psychological Availability are significant factors in shaping employee engagement, though the negative correlation of Psychological Availability implies that the dependent variable tends to increase as availability decreases. Psychological Safety does not seem to play a significant role in predicting studied outcomes. This reveals that implementing HRD practices of fast-food sectors in university belt Manila, considering the Ability, Motivation, and Opportunity-enhancing practices (AMO) theory and psychological factors significantly impact employee engagement.

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