The impact of perceived organizational support on employee engagement: the mediating role of job satisfaction among female teachers in Myanmar

Abstract

Employee engagement is a critical aspect of organizational performance. This study examines the impact of perceived organizational support on employee engagement among female teachers in Myanmar, with the mediating analysis of job satisfaction. The research employs a quantitative approach and collects primary data from female teachers using a structured questionnaire. A total of 216 valid responses were obtained from female teachers, and the data were analyzed using statistical package for social science software (version 27) and the PROCESS macro. The results indicated that perceived organizational support has a significant positive effect on job satisfaction, and that job satisfaction (β = 0.624, p < 0.001). However, perceived organizational support does not have a significant positive effect on employee engagement (β = 0.016, p > 0.05). In contrast, job satisfaction significantly predicts employee engagement (β = 0.381, p < 0.001) and fully mediate the relationship between perceived organizational support and employee engagement, with a significant indirect effect of 0.238 (95% CI [0.103, 0.385]). The results offer practical implications for organizations and policymakers to design supportive workplace practices.