Abstract:
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.
