Master of Business Administration Executive

Faculty / School

School of Business Studies (SBS)

Year of Award



Dr. Yasir Mansoor Kundi, Assistant Professor, Department of Management

Project Type

MBA Executive Research Project

Access Type

Restricted Access

Executive Summary

In the recent years, work engagement has come to light as a popular organizational concept. In this report we have presented the results of a study aimed at investigating the impact of discretionary human resource practices on employee engagement, with job security, loyalty, psychological well-being, relaxation, self-confidence, motivation and job satisfaction, as mediating variables at Foodpanda. The study included a survey of 103 Foodpanda employees to collect the data and gain insight into these relationships.

The research findings of this study reveal several important findings. Discretionary human resource practices have been found to have a significant impact on the mediating variables, which include job security, loyalty, psychological well-being, relaxation, self-confidence, motivation, and job satisfaction. However, not all mediating variables seem to be affecting employee engagement.

In addition, the study highlights the important mediating role of job satisfaction and motivation in the relationship between discretionary human resource practices and employee engagement. This suggests that when employees perceive the commitment of their organization to their well-being through such practices, they are more likely to exhibit better work engagement, enhanced job performance, and experience increased levels of satisfaction and motivation.

However, it is important to acknowledge the limitations of the study. Using a cross-sectional design limits our ability to determine causal relationships between variables. The generalizability of the findings is also limited because the study focused on only one company in Pakistan. Additionally, the sample size of 103 employees may restrict the broader applicability of the results.

Based on these findings, it is recommended that organizations consider implementing discretionary HR practices that increase work engagement, motivation, and job satisfaction. By offering flexible work arrangements, training and development opportunities and recognition programs, organizations can promote employee motivation and job satisfaction, leading to enhanced performance. Future research must consider longitudinal or experimental designs to determine the causal relationship between discretionary HR practices, employee engagement, and its outcomes. In addition, studies in different organizational contexts and larger samples would strengthen the generalizability of the findings

Overall, this study contributes to the understanding of the relationship between discretionary HR practices and employee engagement, and mediators like job security, loyalty, psychological well-being, relaxation, self-confidence, motivation and job satisfaction.

Note: This executive summary provides a concise overview of the report's key findings and recommendations. For more detailed information and analysis, please refer to the full report.


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Available for download on Friday, January 23, 2026

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