scholarly journals The Effect of Leadership, Employee Engagement, and Self Learning on Effectiveness of Employee's Work

2018 ◽  
Vol 6 (07) ◽  
Author(s):  
Paima Erianto Hasibuan ◽  
Maruf Akbar ◽  
Thomas Suyanto
Keyword(s):  
Organizational Performance ◽  
Employee Engagement ◽  
Independent Learning ◽  
Survey Method ◽  
Leadership Engagement ◽  
Instrument Measuring ◽  
Study Population ◽  
Employee Effectiveness ◽  
Self Learning ◽  
Positive Effect

Purpose - The aim of this article is to analysis, an organizational performance through process systematically to improve organizational performance through improving the performance of individuals and teams. Design / methodology / approach - This study, used survey method with quantitative approach, the instrument measuring instrument in the form of a questionnaire. This study population as many as 133 employees. Saturated sampling used in this study. The test instrument Carried out on 30 employees. Analysis was done by using descriptive and inferential statistics. Findings - The results show that Leadership has positive effect on Employee Effectiveness, Employee Engagement positively effect on Employee Effectiveness, Positive effect on the Independent Learning Employee Effectiveness, Leadership has positive effect on employee engagement, Leadership has positively effect on Self-egulated Learning and Employee Engagement positively affects Self-Learning. Practical implications - This study highlights the importance of providing support to Leadership, Employee Engagement, Self Learning and the effect on Effectiveness of Employee's Work. Keywords: Leadership, Engagement, Self-Learning, Effectiveness JEL: M0, M5

Employee Engagement and Factors that Influence: Experiences of Lecturers in Indonesia

2018 ◽  
Vol 4 (6) ◽  
pp. 34-41
Author(s):  
Meily Margaretha ◽  
Ratna Widiastuti ◽  
Sri Zaniarti ◽  
Hendra Wijaya
Keyword(s):  
Organizational Performance ◽  
Employee Engagement ◽  
Human Resources Management ◽  
Global Perspective ◽  
Resources Management ◽  
Academic Literature ◽  
Consulting Firms ◽  
Managerial Implications ◽  
Reward And Recognition ◽  
Positive Effect

In this changing world, regarding global perspective and workforce changes, the involvement of employee is the most important feature for organization competitive. Employee engagement now is considered as a valuable indicator for organizational success, therefore, it needs to be studied in-depth by the organization, because through engaged employees the significant results can be achieved. Employee engagement has become a crucial issue in human resources management reviews, as it provides many benefits to the organization. However, much of what has written about employee engagement comes from practitioner literature and consulting firms. There is a scarcity of research on employee engagement in the academic literature, for academics, the concept remains new, and therefore, this concept still requires research that can support it. This study aimed to understand the factors that affect employee engagement of lecturers in Indonesia. Data collected and can be processed were 200 respondents. Based on the results it is known that job characteristic, reward, and recognition, perceived organizational and supervisor support affect employee engagement. Some managerial implications that can be applied based on the results of this study have been submitted in this research, one of it such as the organization should provide a challenging, safe and secure work environment for employees, in order to get proactive employees that will give a positive effect on overall organizational performance.

EFFECTS OF MOBILE BANKING ON THE PERFORMANCE OF ISLAMIC MICROFINANCE INSTITUTIONS IN BANGLADESH

2021 ◽  
pp. 21-30
Author(s):  
Mohammad Niaz Morshed ◽  
Md Chapol Ali
Keyword(s):  
Questionnaire Survey ◽  
Survey Method ◽  
Financial Sustainability ◽  
Mobile Banking ◽  
Microfinance Institutions ◽  
Study Population ◽  
Islamic Microfinance ◽  
Internal Operations ◽  
Positive Effect

This study examines the effect of mobile banking on performance of Islamic Microfinance Institutions (IMFIs) in Bangladesh which includes their efficiency and internal operations, staff productivity, communication, breadth and depth of outreach, financial sustainability and portfolio quality. A questionnaire survey method was used for collecting the relevant data (n=200) from the selected sample representing the study population. The findings of this study reveals that Mobile Banking (MB) has a significant and positive effect on the performance of Islamic Microfinance Institutions (IMFIs) in Bangladesh, and it is perceived from the results that MB could significantly improve the performance of IMFIs by increasing the efficiency, staff productivity, communication, outreach and financial sustainability except portfolio quality.

scholarly journals Kompensasi Memoderasi Pengaruh Partisipasi Penganggaran Pada Budgetary Slack

2019 ◽  
pp. 2460
Author(s):  
I Putu Widhi Nugraha Putra Suherman ◽  
Luh Gede Krisna Dewi
Keyword(s):  
Organizational Performance ◽  
Sampling Method ◽  
Good Governance ◽  
Survey Method ◽  
Budgetary Slack ◽  
Analysis Technique ◽  
Budgetary Participation ◽  
The Relationship ◽  
Positive Effect

This study aims to determine the effect of budgeting participation on budgetary slack in the Regional Organization of Badung Regency with moderated variable compensation. The population in this study were authorized officials in budgeting, namely 38 Badung District OPD. Determination of samples in this study using purposive sampling method. Total number of respondents was 143 respondents. The data collection method used is the survey method. The data analysis technique used is moderation regression analysis. The results of this study indicate that budgetary participation has a positive effect on budgetary slack, and compensation can weaken the relationship between budgetary participation and budgetary slack. The results of this study are expected to be able to provide a view for the parties involved in budgeting in the Badung District OPD so that decision making and policy determination in the future can minimize budgetary slack, improve organizational performance, and create good governance. Keywords: Budgeting participation, compensation, budgetary slack

scholarly journals Impact of Employee Engagement and Organizational Culture in High Performing Accredited University of Saudi Arabia

2018 ◽  
Vol 8 (4) ◽  
pp. 180
Author(s):  
Afroze Nazneen ◽  
Mohammad S. Miralam ◽  
Sayeeduzzafar Qazi
Keyword(s):  
Saudi Arabia ◽  
Organizational Culture ◽  
Organizational Performance ◽  
Employee Engagement ◽  
Core Competency ◽  
Faculty Members ◽  
Survey Method ◽  
High Performing ◽  
Business Context ◽  
High Level

It has been observed and believed that that employee engagement and organizational culture are directly or indirectly linked with organizational performance. Engagement of employees is well aware of the business context, and works with colleagues to improve the performance within the job for the benefit of the organization. Organizational culture is the core competency for an organization. It will impact effectiveness or performance of the individuals, the groups and the whole organization. The purpose of the present study is to find out the level of faculty engagement and perception about the prevailing organizational culture and its relationship with each other. For this purpose 221 faculty members working in various NCAAA accredited University of Saudi Arabia with more than 2 years of working experience were taken as subject using survey method and purposive random sampling techniques were used to collect the data. It has been found that faculty members were revealing high level of employee engagement and moderate level of organizational culture which leads the University to achieve world class NCAAA accreditation. The results were also discussed on the basis of certain demographic variables like gender, level of education etc. and the results were discussed and suggestions were made accordingly.

scholarly journals Employee Engagement and Organizational Performance

2021 ◽  
pp. 93-100
Author(s):  
Emmanuel Akanpaadgi ◽  
Felicia Binpimbu
Keyword(s):  
Organizational Performance ◽  
Employee Engagement ◽  
Demographic Data ◽  
Survey Method ◽  
Relative Importance ◽  
Regional Health ◽  
The Public ◽  
Importance Index ◽  
Health Directorate

This study sought to find out the extent of employee engagement in the public sector in Ghana using the Upper East Regional Health Directorate as a case study. The survey method was employed in the study. Close-ended and Likert-Scaled questionnaires were administered to participants to generate the data. Descriptive statistics were used to analyze the demographic data while the Relative Importance Index (RII) was used to analyze the scaled responses using the equation: RII= Σ???? / (???? × ????). The figures obtained confirmed the positive relationship between employee engagement and organizational performance. The good performance of the Upper East Regional Health Directorate was found to be influenced by the effective engagement of the staff.

scholarly journals Skill Mapping, Talent Pool Management and Organisational Development: Evidence from Professional Bodies in Nigeria

2020 ◽  
Vol 34 (1) ◽  
pp. 46-59
Author(s):  
Matthew Adekunle Abioro ◽  
Jayeola Olabisi ◽  
Isaac Oladepo Onigbinde ◽  
Adedolapo Mercy Adedeji
Keyword(s):  
Survey Research ◽  
Employee Engagement ◽  
Succession Planning ◽  
Organisational Development ◽  
Human Resource Managers ◽  
Job Rotation ◽  
Talent Pool ◽  
Resource Managers ◽  
Study Population ◽  
Positive Effect

AbstractThe study examined the influence of skill mapping and talent pool management on organisational development in Nigeria. The study adopted a survey research and the study population comprised three thousand (3000) active members of Chartered Institute of Personnel Management (CIPM) in Nigeria as at 2019. A research instrument, well structured, titled “Skill mapping, talent pool management and organisational development” was used to collect data from a sample size of 353 members randomly selected from the population. Descriptive and inferential statistics were adopted to analyse the formulated hypotheses. The result of the study showed a positive effect of employee engagement on organisational development (R2 = 0.664, P = 0.000); and a significant effect of succession planning on organisational development (R2 = 0.781, P = 0.000). There was also a significant effect of job rotation on organisational development (R2 = 0.392, P = 0.000). The study concluded that skill mapping and talent pool management (in terms of properly matching tasks with personnel) played a significant role in the development of an organisation. Therefore, the study recommended that human resource managers at every organisation should strive to keenly match employee with tasks where they were more skilful and talented, as failure to do this, might result in employees’ inefficiency and turnover.

scholarly journals The Effect of Transformational Leadership, Self Efficacy and Self Learning toward Lecturers Job Performance at STAIN Curup Rejang Lebong Regency of Bengkulu Province

2018 ◽  
Vol 6 (07) ◽  
Author(s):  
Jumira Warlizasusi ◽  
Yetti Supriyati ◽  
Neti Karnati
Keyword(s):  
Transformational Leadership ◽  
Job Performance ◽  
Self Efficacy ◽  
Civil Servant ◽  
Survey Method ◽  
Difficulty Level ◽  
Research Model ◽  
Analysis Technique ◽  
Self Learning ◽  
Positive Effect

This research aims to analyze direct effect of transformational leadership, self efficacy and self learning toward lecturers Job performance at STAIN Curup. This research is newest research by using research model about lecturer’s performance which was surveyed from  the effect of transformational leadership (indicators: effectiveness, productivity and usefulness),  self efficacy factors  (indicators: mobilize motivation, cognitive resource, job difficulty level and attitude selection), and  self learning (indicators:  self assesment, self improvment and self reinforcement). This research used quantitative approach with survey method and path analysis technique.  Population  was 96 civil servant lecturers. Findings of the research  showed that there is a positive effect of transformational leadership toward  lecturer’s  job performance with value of 0.2390, positive effect self  efficacy and lecturers job performance with value of 0.3040 and positive effect of self-learning torward  lecturers job performance with value of 0.2720, there is also dirrect effect of transformational leadership toward self learning with value of 0.2740, self efficacy toward self learning with value of 0.4920, and   transformational leadership toward  self efficacy  with value of 0.2670.

scholarly journals Analisis Pengaruh Integrative Leadership Terhadap Organizational Justice, Employee Engagement Dan Organizational Citizenship Behavior

2016 ◽  
Vol 9 (2) ◽  
Author(s):  
Veronika Agustini Srimulyani
Keyword(s):  
Organizational Justice ◽  
Employee Engagement ◽  
Leadership Style ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Survey Method ◽  
Significant Positive Effect ◽  
Integrative Leadership ◽  
Positive Effect

Organizations have long been interested in how employees think and feel his work and what causes employees are willing to dedicate themselves to the organization. The researchers found a variable motivational leadership style that leads to the formation of positive attitudes of the officials who in turn can improve employee job performance. The objective of this research are to study the effect integrative leadership on  organizational justice, employee engagement, and organizational citizenship behavior (OCB), with teachers at SMA/SMK/MAN/MAS di kota Madiun as respondents. This research used the quantitative approach with the survey method. The samples of this research were 409 teachers, selected non-randomly. The data were obtained by distributing questionnaires and analyzed by using the descriptive statistics and path analysis in inferential statistics. The results of the research can be concluded that: integrative leadership has a positive significant effect on organizational justice; integrative leadership significant positive effect on employee engagement; integrative leadership significant positive effect on employee engagement on OCB.

scholarly journals THE EFFECT OF JOB CRAFTING ON INNOVATIVE BEHAVIOR THROUGH MEDIATION WORK ENGAGEMENT

2020 ◽  
Vol 1 (1) ◽  
pp. 77
Author(s):  
Eferanda Risqyta Pradana ◽  
Fendi Suhariadi
Keyword(s):  
Employee Engagement ◽  
Work Engagement ◽  
Product Innovation ◽  
Job Crafting ◽  
Significant Positive Effect ◽  
Innovative Behavior ◽  
Study Population ◽  
Mediator Variable ◽  
Positive Effect

ABSTRACTInnovation is one of the ways that must be done by companies through employees to stay competitive in the highly developed business competition in terms of technology and product innovation. The company restructurisation company results in the adjustment of employees in their work. This study aims to prove the role of job crafting as a solution for innovative behavior by involving work engagement variables as a mediator variable. This research uses a quantitative approach with data analysis using WarpPLS 6.0 from the data from questionnaires. The study population was employees of CV. Mapan Group. The results showed that job crafting had a significant positive effect on innovative behavior. Work engagement was significantly mediate the effect of job crafting on innovative behavior. These results indicate that in this study, partial mediation occurred on the effect of job crafting on innovative behavior through work engagement. Job crafting has a significant role in fostering employee engagement. Some ways that can be done for companies whose workforce is dominated by millennial are: 1) Doing passion mapping of employees and provide them wider opportunities, 2) Creating programs to align employees' personal missions with organizational missions, 3) Cultivating related competition work innovation as one of the strategies to stimulate employee  job crafting. Keywords: Job crafting, Work engagement, Innovative behavior, Restructurisation  ABSTRAKInovasi adalah salah satu cara yang harus dilakukan oleh perusahaan melalui karyawan untuk tetap bertahan dan bersaing dalam persaingan bisnis yang sangat maju dalam hal teknologi dan inovasi produk. Adanya restrukturisasi di perusahaan menghasilkan penyesuaian karyawan dalam pekerjaan mereka. Penelitian ini bertujuan untuk membuktikan peran kerajinan kerja sebagai solusi untuk perilaku inovatif dengan melibatkan variabel keterlibatan kerja sebagai variabel mediator. Penelitian ini menggunakan pendekatan kuantitatif dengan analisis data menggunakan WarpPLS 6.0 dari data dari kuesioner. Populasi penelitian adalah karyawan CV. Grup Mapan, untuk sampel yang diperoleh adalah 31 responden. Hasil penelitian menunjukkan bahwa kerajinan kerja memiliki efek positif yang signifikan terhadap perilaku inovatif. Tes mediasi keterlibatan kerja pada pengaruh kerajinan kerja pada perilaku inovatif menunjukkan hasil yang signifikan. Hasil ini menunjukkan bahwa dalam penelitian ini mediasi parsial terjadi pada pengaruh kerajinan kerja pada perilaku inovatif melalui keterlibatan kerja. Job crafting memiliki peran penting dalam mendorong keterlibatan karyawan. Beberapa cara yang dapat dilakukan untuk perusahaan yang tenaga kerjanya didominasi oleh milenium adalah: 1) Melakukan pemetaan gairah dari karyawan dan kemudian memberi mereka peluang luas, 2) Membuat program untuk menyelaraskan misi pribadi karyawan dengan misi organisasi, 3) Memupuk kerja kompetisi terkait inovasi sebagai salah satu strategi untuk merangsang kerajinan kerja karyawan. Kata kunci: Pekerjaan Kerajinan, Keterlibatan Kerja, Perilaku inovatif, Restrukturisasi

scholarly journals THE EFFECT OF AUTHENTIC LEADERSHIP AND ORGANIZATIONAL CULTURE ON EMPLOYEE ENGAGEMENT WITH INTERNAL COMMUNICATION AS MEDIATOR VARIABLE IN MILLENNIAL GENERATION OF POLRI (INDONESIAN NATIONAL POLICE)

2020 ◽  
Vol 7 (7) ◽  
pp. 157-171
Author(s):  
Charles Djohan Pardede ◽  
Pantius Drahen Soeling
Keyword(s):  
Organizational Culture ◽  
Employee Engagement ◽  
Millennial Generation ◽  
Authentic Leadership ◽  
Internal Communication ◽  
Equation Modeling ◽  
Survey Method ◽  
Planning Function ◽  
National Police ◽  
Positive Effect

Employee engagement improvement or engagement of Polri (Indonesian National Police) employees especially millennial generation or Y generation is very important and one of challenges for National Police organization. Millennial generation has different characteristic with the previous generation where millennial generation tends to have a flexible culture (difficult to control), adaptive leadership style, as well as very familiar with the use of technology so that they are more creative and innovative. This research aims to analyze the effect of authentic leadership, organizational culture on employee engagement of millennial generation in National Police planning function by the use of mediation variable, that is, internal communication. The research method which was used to test the hypothesis was Explanatory Survey Method, while the explanation of the relationship between variables was tested and analyzed by Structural Equation Modeling (SEM). A number of 450 respondents who are Polri members in the plannning function with a background of millennial generation as the sample in this research. The result of the research explained that variables of authentic leadership and organizational culture gave positive effect on employee engagement either directly or by internal communication mediation. Furthermore, authentic leadership variable also had positive effect on organizational culture and internal communication. Based on this research result, it was determined that authentic leadership, organizational culture and internal communication could improve and support the employee engagement especially millennial employees in National Police planning function either directly or by internal communication mediation.

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