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    Evaluating the mediating role of work engagement in the effect of organisational learning and perceived organisational justice on employee performance
    (Selçuk Üniversitesi, Sosyal Bilimler Enstitüsü, 2024) Aleem, Abdul Kareem; Attar, Melis
    Employees' intellectual capabilities, efficiency, skills and effectiveness can be improved through proper implementation of organisational learning process, and thereby increase their task performance. An organisation that provides congenial environment for learning to take place will be able to produce employees who are physically involved, emotionally driven, and cognitively absorbed in their work leading to high task performance. Justice is one of the most essential variables influencing employees' activities in the workplace. Employees are highly engaged in their tasks and produce better performance in an organisation that applies fairness in the procedures used to distribute resources, on the outcomes employees received and on the relationship between superiors and subordinates. The likelihood that employees will feel obligated to be fair in their work by contributing more of themselves through work engagement is higher when they have a favourable perception of justice in their workplace. On the contrary, there is a high likelihood of employees who have low perception of justice to work less or get disengaged from their jobs. Consequently, the higher the levels of employees' work engagement, the higher the levels of their task performance and vice versa. Employees are more inclined to participate in learning activities, share their thoughts, and actively engage in the process of collective learning when they perceive fairness in various facets of the organisation. This research mainly seeks to assess the mediating role of work engagement in the effects of organisational learning and perceived organisational justice on performance of employees working in star-rated hotels operating in Ghana. To attain this general purpose, the researcher specified eight specific objectives and hypotheses. These objectives and hypotheses are formulated around the study variables. The study consists of four variables; organisational learning, perceived organisational justice, work engagement and employee task performance. Structural Equation Modeling (SEM) is employed to test the conceptual model developed for the purpose of this research. Thus, the causal relationships between the variables and the proposed research hypotheses relating to the conceptual model are examined using path analysis in AMOS program. SPSS Hayes' PROCESS Macro is used to empirically test and evaluate 'the mediating role of work engagement in the effects of organisational learning and perceived organisational justice on employee task performance'. A survey approach is adopted to gather the required data from four hundred and three (403) respondents for the research. This data is analysed using both descriptive and quantitative analyses in SPSS, Amos and Hayes PROCESS Macro. Findings of the study revealed that organisational learning and perceived organisational justice positively affect work engagement and employee task performance. In addition, work engagement positively influences employee task performance. Furthermore, the results of the study showed that organisational justice positively affects organisational learning. Finally, it is found that work engagement mediates the effects of both organisational learning and perceived organisational justice on employee performance of star-rated hotels operating in Ghana. Hence, management or policymakers need to create a conducive learning environment that promotes knowledge and skills development for better work engagement and consequently high work outputs. They should also adopt organisational learning as a strategic tool that develops employees' intellectual capacities, effectiveness and efficiency in order to increase their ability to make decisions that will improve performance. Additionally, policymakers or managers should create a fair and just working environment that has the propensity of encouraging employees to get engaged in their work and in turn leads to greater positive task outcomes. Thus, managers need to ensure that organisational resources are equitable distributed, transparent decision making processes and maintain good interpersonal relationship with employees.