The moderating effect of job engagement on the factors influencing and employee performance in financial institution of Ningxia China

Abstract

Previous studies on employee performance have mainly focused on developed regions, exploring factors such as employee ability, work motivation, discipline, and organizational culture that affect employee performance. However, few studies have examined the relationship between work environment, training, leadership, work flexibility, and employee performance in developing regions of China, especially in the banking sector. The goal of this study is to examine the moderating role of job engagement in the relationship between influencing factors and employee performance in the banking sector in Ningxia, China. To achieve the research objectives, a quantitative research method was used. The questionnaire collected data from a total of 395 respondents. The empirical results show that job engagement significantly moderates the relationship between work environment, leadership, and employee performance. However, job engagement has a weak moderating effect on the relationship between training, work flexibility, and employee performance. Given that the explanatory power of the research model is as high as 38.4%, this study has important theoretical and practical significance. In theory, this study provides a theoretical model that combines the four influencing factors of work environment, training, leadership, work flexibility, and job engagement as moderating variables for employee performance in the Ningxia banking sector. In practice, this study shows that work environment, leadership, and job engagement are important factors that can be used to improve employee performance and sustainable growth in the banking sector in Ningxia, China.