Associate Professor, Department of Master of Business Administration, KL Business School, Koneru Lakshmaiah Education Foundation
, Guntur, Andhra Pradesh
, India
The study is an empirical study that examines the factors of employee engagement in the organized retailing sector of Bangalore, India. Since the industry is experiencing a rapid digitalization and high employee turnover, it is essential to understand what organizational and technological factors lead to workforce commitment. An organized survey was carried out on a purposive sample of 250 retail professionals in different format, which includes supermarkets and departmental stores. In the study, descriptive statistics, reliability tests, correlation analysis, and multiple regression modelling were used to test five important constructs, which include leadership support, supervisory practices, work environment, reward systems, and digital readiness. The internal consistency of all the constructs was established as high through statistical analysis, where the α of Cronbach has a range between 0.86 and 0.92. The results of correlation showed that there is a strong positive correlation between Work Environment and Culture and engagement (r = 0.70), then Leadership Support (r = 0.68). The multiple regression was found to be statistically significant (F = 237.62, p = not significant) and the combination of the predictors was found to explain 45.3 % of the variance in staff engagement (R2 = 0.453). The strongest predictor was Work Environment (β= 0.412), Digital Readiness (β = 0.331) and Reward Systems (β = 0.289). The results indicate that long-term motivation in the retail industry cannot be achieved without a moderate combination of supportive human leadership and technological agility. The findings provide an action plan that HR professionals can follow to enhance output and retention rates by using specific workplace culture and digital training programs.
Ahmad AYAB, Kumari SS, S M, Guha SK, Gehlot A, Pant B. Blockchain Implementation in Financial Sector and Cyber Security System. 2023 International Conference on Artificial Intelligence and Smart Communication (AISC). IEEE; 2023. p. 586–90.
2.
Albrecht SL. Employee Engagement: 10 Key Questions for Research and Practice. Handbook of Employee Engagement. Edward Elgar Publishing; 2010.
3.
Bakker AB, Demerouti E. Job Demands–Resources Theory. Wellbeing. Wiley; 2014. p. 1–28.
4.
Basha S, Sheshadri T, Lokesh GR, Babu R, Kanumuri V, Lakshmi SN, et al. The Impact of Virtual Influencers on Social Media: Driving Customer Engagement and Strengthening Brand Loyalty in the Indian Millennial Market. Dragoman Journal of Translation Studies. 2025;(20):1–15.
5.
Breevaart K, Bakker AB. Daily job demands and employee work engagement: The role of daily transformational leadership behavior. Journal of Occupational Health Psychology. 2018;23(3):338–49.
6.
Rudawska E, Nickell D. Internal marketing activities in creating employee engagement in B2B marketing: The moderating role of cultural differences based on a comparative analysis of Polish and US markets. Equilibrium (1689-765X). 2024;(4).
7.
CHRISTIAN MS, GARZA AS, SLAUGHTER JE. WORK ENGAGEMENT: A QUANTITATIVE REVIEW AND TEST OF ITS RELATIONS WITH TASK AND CONTEXTUAL PERFORMANCE. Personnel Psychology. 2011;64(1):89–136.
8.
Dawra A, Ramachandran KK, Mohanty D, Gowrabhathini J, Goswami B, Ross DS, et al. 12Enhancing Business Development, Ethics, and Governance with the Adoption of Distributed Systems. Meta Heuristic Algorithms for Advanced Distributed Systems. Wiley; 2024. p. 193–209.
9.
De Clercq D, Haq IU, Azeem MU. Self-efficacy to spur job performance. Management Decision. 2018;56(4):891–907.
10.
Mohammad A, Menhat M, Zaideen IMM, Saadon MSI. Leadership style and its influence on employee performance and retention in employee engagement mediation: evidence from Jordan’s petroleum retailing sector. International Journal of Procurement Management. 2023;18(4):437–69.
11.
Sumathi K. HRD practices on employee engagement: Retail organizations. SCMS Journal of Indian Management. 2017;(2):105–12.
12.
Kafila, Kalyan NB, Ahmad K, Rahi F, Shelke C, Mahabub Basha S. Application of Internet of Things and Machine learning in improving supply chain financial risk management System. 2023 IEEE 2nd International Conference on Industrial Electronics: Developments & Applications (ICIDeA). IEEE; 2023. p. 211–6.
13.
Karumuri V, Bastray T, Goranta LR, Rekha B, Mary M, Joshi R, et al. Optimizing Financial Outcomes: An Analysis of Individual Investment Decision Factors. Indian Journal of Information Sources and Services. 2025;15(1):83–90.
14.
Nguyen KL, Moslehpour M, Aminah H, Sulistiawan J. HUMAN RESOURCE PRACTICES AND ORGANIZATIONAL SUPPORT AS THE DETERMINANTS IN ENHANCING VIETNAMESE RETAIL EMPLOYEE ENGAGEMENT: THE MEDIATING ROLE OF JOB ENRICHMENT. Business: Theory and Practice. 2024;25(1):295–307.
15.
Tuffaha M. The determinants of employee’s performance: A literature review. 2020;(3):3–14.
16.
Kotti J, Ganesh CN, Naveenan RV, Gorde SG, S. MB, Pramanik S, et al. Utilizing Big Data Technology for Online Financial Risk Management. Advances in Finance, Accounting, and Economics. IGI Global; 2024. p. 135–48.
17.
Ghlichlee B, Bayat F. Frontline employees’ engagement and business performance: the mediating role of customer-oriented behaviors. Management Research Review. 2020;44(2):290–317.
18.
Mazharunnisa, Anilkumar J, Reddy K, Sri Hari V, Sharma N, Bharathi T, et al. A Study on Job Stress and Productivity of Women Employees Working in the IT Sector: A Structural Model. Indian Journal of Information Sources and Services. 2025;15(2):1–10.
19.
Policepatil S, Sharma J, Kumar B, Singh D, Pramanik S, Gupta A, et al. Financial Sector Hyper-Automation. Advances in Finance, Accounting, and Economics. IGI Global; 2024. p. 299–318.
20.
Prabakar S, Santhosh Kumar V, Sangu VS, Muthulakshmi P, Prabakar S, Mahabub Basha S. Catalysts of Change: The Transformative Journey from HR 1.0 to HR 5.0 – Innovations, Challenges, and Strategies in Human Resource Management with Technology and Data-Driven Integration. Indian Journal of Information Sources and Services. 2025;15(1):47–54.
21.
Rana S, Sheshadri T, Malhotra N, Mahabub Basha S. Creating Digital Learning Environments. Advances in Educational Technologies and Instructional Design. IGI Global; 2024. p. 1–21.
22.
Kaur A, Gangwar V, Devi M. Examining Training as a Moderator in the Relationship Between People Analytics and Employee Performance. Library of Progress-Library Science. 2024;(3).
23.
Ramesh J, Suvaris R, Basha M, Nimma S, D, Bala K, et al. Advanced AI-Driven Predictive Modeling for Enhancing Customer Retention in Subscription-Based Service Platforms. 2025;449–63.
24.
El Gareh F, Elmenssouri A, Oulamine A, Hussain Z. A PRISMA-Based Systematic Review on Organizational Commitment and Logistic Performance. Knowledge Sharing and Fostering Collaborative Business Culture. IGI Global; 2025. p. 213–40.
25.
Manresa A, Sammour A, Mas-Machuca M, Chen W, Botchie D. Humanizing GenAI at work: bridging the gap between technological innovation and employee engagement. Journal of Managerial Psychology. 2024;
26.
Shuck B, Reio TG. Employee Engagement and Well-Being. Journal of Leadership & Organizational Studies. 2013;21(1):43–58.
27.
Singh A, Krishna SH, Tadamarla A, Gupta S, Mane A, Basha S. M. Design and Implementation of Blockchain Based Technology for Supply Chain Quality Management: Challenges and Opportunities. 2023 4th International Conference on Computation, Automation and Knowledge Management (ICCAKM). IEEE; 2023. p. 01–6.
28.
Tarafdar M, Tu Q, Ragu-Nathan BS, Ragu-Nathan TS. The Impact of Technostress on Role Stress and Productivity. Journal of Management Information Systems. 2007;24(1):301–28.
29.
Tims M, Bakker AB, Xanthopoulou D. Do transformational leaders enhance their followers’ daily work engagement? The Leadership Quarterly. 2011;22(1):121–31.
30.
Venkatarathnam N, Shaik M, Kamilov D, Reddy K, Naidu G, Ai, et al. :143–63.
The statements, opinions and data contained in the journal are solely those of the individual authors and contributors and not of the publisher and the editor(s). We stay neutral with regard to jurisdictional claims in published maps and institutional affiliations.
,
