 Factors Shaping Work Engagement of Business Process Outsourcing Employees: A Systematic Literature ReviewJekyl de la Torre Gatuslao
Post-Print from HAL Abstract: Aims: This study explores the primary factors that shape work engagement among employees in Business Process Outsourcing (BPO) companies. Acknowledging the fast-paced and demanding nature of the BPO industry including the combination of irregular hours and high-stress conditions. This study ultimately seeks to contribute to improving employee experience and organizational success in the dynamic and challenging BPO industry context. Study Design: This qualitative study employs a literature review approach to examine the topic. Place and Duration of Study: The study was conducted in Bacolod City over a two-month period, from March to April 2025. Methodology: This study employed a qualitative approach through a structured literature review approach to examine the primary factors influencing work engagement among Business Process Outsourcing (BPO) employees. The review process began by defining specific research questions and establishing clear scope parameters, focusing on studies published from 2014 onward. Key elements included the use of relevant keywords, selected academic databases, and inclusion criteria limited to English-language articles. A systematic search was conducted using targeted keyword combinations, with search results organized and managed via Google Drive to facilitate efficient reference tracking and citation management. A rigorous quality assessment followed, involving title and abstract screening, full-text reviews, and the application of predefined inclusion criteria to ensure relevance and quality. The data from the selected studies were then extracted and synthesized, capturing key details such as authorship, research objectives, methodologies, and findings. Emerging themes and patterns were identified to provide a comprehensive understanding of the topic. The final review was organized logically, covering background, research questions, thematic analysis, key findings, implications, and a complete list of references. Results: Two major themes emerged from the analysis: influential factors shaping work engagement of (BPO) employees, and the significance of work engagement among BPO employees. Under influential factors shaping work engagement of (BPO) employee, the following sub-theme emerged: career development, work-life balance, and work environment. A sub-theme that emerged from the significance of work engagement among BPO employees are the following: continuous training and skill enhancement initiatives of the employees training and development, strategically implemented performance management system and future directions for research. Conclusion: This study concludes that career development, work-life balance, and the work environment are fundamental drivers of work engagement among BPO employees. When supported by effective human resource management practices, continuous training, and strategic performance management, these factors enhance job satisfaction, productivity, and retention. Emphasizing a holistic approach that addresses the emotional, cognitive, and physical dimensions of engagement is crucial. To sustain engagement and ensure organizational success, BPO firms must provide personalized career paths, promote flexible work-life balance initiatives, improve workplace conditions, leverage technology-enabled performance management, and cultivate empathetic, emotionally intelligent leadership. This integrated strategy positions employee engagement as a strategic priority essential for long-term competitiveness in the BPO sector. Furthermore, the research highlights the importance of a holistic, multidimensional approach to understand work engagement in BPO companies. Future studies should investigate how career development, work-life balance, and work environment collectively impact retention and productivity over time. Using comprehensive tools to measure emotional, cognitive, and physical engagement will enhance insights into employee performance and well-being. Additionally, exploring effective training, continuous learning, technology-driven performance management, and empathetic leadership will support strategies that foster motivation, trust, and sustained engagement in BPO organizations. Date: 2025-07-10 Published in Journal of Economics, Management and Trade, 2025, 31 (7), pp.269-277 There are no downloads for this item, see the EconPapers FAQ for hints about obtaining it. Related works: Export reference: BibTeX RIS (EndNote, ProCite, RefMan) HTML/Text Persistent link: https://EconPapers.repec.org/RePEc:hal:journl:hal-05157345 Access Statistics for this paper More papers in Post-Print from HAL |
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