RELATIONAL AND TASK-BASED PREDICTORS OF EMPLOYEE ENGAGEMENT IN THE KATUNAYAKE EXPORT PROCESSING ZONE, SRI LANKA

Abstract

Employee engagement has become an essential factor in sustaining productivity and reducing turnover, even in labour-intensive export industries. This study examined how supervisor support, work-life balance, and skill utilisation affect employee engagement among operational-level employees in Sri Lanka’s Katunayake Export Processing Zone (EPZ). Guided by the Job Demands-Resources (JD-R) model and human capital theory, survey data were collected from 187 participants. Descriptive and regression analyses revealed that all three factors significantly predicted engagement, with supervisor support being the strongest contributor. Work-life balance and skill utilisation also had positive effects, indicating that employees value both relational support and the meaningful application of their skills. Practical implications included the need for low-cost HR interventions that prioritise supportive leadership, flexible shift practices, and task alignment with employee capabilities. These approaches can significantly improve engagement even in resource-constrained environments. The findings extended the JD-R model to a developing industrial context and challenge assumptions that low-wage employees are solely motivated by economic needs.