Effect of Perceived Support, Autonomy, Job Satisfaction, Work-Life Balance, on Engagement among Employees in Technology-based SMEs in Guangdong Province
DOI:
https://doi.org/10.53797/ujssh.v4i2.30.2025Keywords:
perceived organizational support, job autonomy, job satisfaction, employee engagement, technology-based SMEsAbstract
Employee engagement has become an essential outcome in organizational research due to its relevance for innovation, productivity, and workforce sustainability, particularly within competitive technology-based SMEs. Despite growing scholarly attention, limited empirical work has examined how organizational and job-related resources shape engagement in Guangdong Province, where SMEs face rapid technological change, high turnover, and constrained HR capacity. This study investigates the effects of perceived organizational support, job autonomy, and job satisfaction on employee engagement among employees working in technology-based SMEs. A quantitative cross-sectional survey design was employed, and data were collected from 385 respondents using validated measurement scales. Descriptive statistics, reliability tests, correlation analysis, and simple linear regressions were conducted to evaluate each hypothesized relationship. The results show that perceived organizational support, job autonomy, and job satisfaction each exert significant and positive effects on employee engagement, explaining substantial proportions of variance across models. These findings highlight the importance of supportive organizational environments, meaningful decision latitude, and positive work experiences in fostering vigor, dedication, and absorption among employees. The study concludes that strengthening supportive practices, increasing autonomy, and enhancing job satisfaction can serve as practical strategies for SMEs seeking to improve motivation, organizational stability, and long-term competitiveness in dynamic technological settings.References
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