This study integrates the resource demand and social exchange perspectives and assesses if employer brand, organizational politics, self-efficacy, and family-work conflict predict employee engagement. Furthermore, this paper examines the impact of boundary conditions of employee engagement by focusing on exchange ideology and gender. Data were collected using questionnaires from 411 managerial employees working in licensed commercial banks in Sri Lanka. The results revealed that employer brand, perceived organizational politics, and self-efficacy were significantly related to employee engagement. The results, however, did not support the negative relationship between family-work conflict and employee engagement or the moderating effect of gender on the relationship between family-work conflict and employee engagement. But, exchange ideology moderated the relationship between employer brand and employee engagement albeit contrary to the hypothesized directions. The implications of this research, possible limitations and directions for future research are also discussed.

中文翻译：

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参与还是不参与？斯里兰卡员工敬业度的前因

本研究整合了资源需求和社会交换的观点，评估了雇主品牌、组织政治、自我效能和家庭工作冲突是否能预测员工敬业度。此外，本文通过关注交换意识形态和性别来检验员工敬业度边界条件的影响。数据是通过对在斯里兰卡持牌商业银行工作的 411 名管理人员的问卷调查收集的。结果表明，雇主品牌、感知的组织政治和自我效能与员工敬业度显着相关。然而，结果并不支持家庭-工作冲突与员工敬业度之间的负相关关系，也不支持性别对家庭-工作冲突与员工敬业度之间关系的调节作用。但，交换意识形态调节了雇主品牌和员工敬业度之间的关系，尽管与假设的方向相反。还讨论了本研究的意义、可能的局限性和未来研究的方向。