scholarly journals Designing an organizational engagement model using structural equation modeling: case study of National Iranian Oil Company

2019 ◽  
Vol 17 (3) ◽  
pp. 1-13
Author(s):  
Vahideh Delbahari ◽  
Iraj Soltani ◽  
Akbar Etebarian Khorasgani
Keyword(s):  
Employee Engagement ◽  
Structural Equation ◽  
Simple Random Sampling ◽  
Internal Variable ◽  
Assessment Model ◽  
Equation Modeling ◽  
Organizational Engagement ◽  
Engagement Assessment ◽  
The Individual ◽  
Oil Company

Today’s organizations need energetic and engaged employees, those who are interested in their jobs. Generally, the engaged ones love their job and do their job tasks well. If there is no engagement in the organizations, the organization is encountered with serious problems in this ground. This study aims to design engagement assessment model in the organizations and its applied purpose is creating new theoretical basics in the maturity of engagement in the organization and this helps the organizations for better perception and consistency of organizational goals with the goals of employees. The employees of the National Iranian Oil Company constituted the population for this research. The National Iranian Oil Company was selected as the context, because employee engagement has emerged as a critical problem confronting this sector. 356 employees of this company were selected by simple random sampling method and data were collected using a questionnaire. The researcher attempts to answer the question how we can design an engagement assessment model in the organizations. The different dimensions of engagement are identified at individual and organizational levels and then based on the findings, the employees are classified based on the individual and organizational engagement and the results of this study can help the researchers for better recognition of this internal variable and this helps the better understanding of researchers to use it.

Organizational resources, organizational engagement climate, and employee engagement

2018 ◽  
Vol 23 (1) ◽  
pp. 67-85 ◽  
Author(s):  
Simon Albrecht ◽  
Emil Breidahl ◽  
Andrew Marty
Keyword(s):  
Employee Engagement ◽  
Structural Equation ◽  
Job Demands ◽  
Job Resources ◽  
Equation Modeling ◽  
Organizational Resources ◽  
Cross Sectional ◽  
Content Type ◽  
Organizational Engagement ◽  
Positive Direct

Purpose The majority of job demands-resources (JD-R) research has focused on identifying the job demands, job resources, and personal resources that influence engagement. The purpose of this paper is to assess the significance of proposed associations between organizationally focused resources, organizational engagement climate, and engagement. Design/methodology/approach The authors tested a model proposing that six specific organizational resources would have positive associations with organizational engagement climate, and positive direct and indirect associations with job resources and employee engagement. Confirmatory factor analysis (CFA) and structural equation modeling (SEM) were conducted on cross-sectional survey data provided by 1,578 employees working in a range of different organizations. Findings The CFA and SEM analyses yielded good fit to the data. As proposed, all six organizational resources were positively associated with organizational engagement climate. Four were positively associated with job resources, and two were positively associated with engagement. Organizational engagement climate was positively associated with job resources and employee engagement. Significant indirect relationships were also observed. Research limitations/implications Despite self-reported data and a cross-sectional design, tests of common method variance did not suggest substantive method effects. Overall, the results contribute new insights about what may influence engagement, and highlight the importance of organizational engagement climate as a motivational construct. Practical implications The research offers up potentially useful measures of six organizational resources and a measure of organizational engagement climate that can complement and broaden the current focus on job-level diagnostics. As such, targeted management action and survey feedback processes can be used to identify processes to build sustainable organizational engagement capability. Originality/value No previous research has identified a comprehensive set of organizational resources, operationalized organizational engagement climate, or examined their relationships within a JD-R context. The results suggest that the JD-R can perhaps usefully be extended to include more organizationally focused constructs.

scholarly journals Toxic leadership and collective organizational engagement: Does employee voice mediate the effect?

2021 ◽  
Vol 17 (1) ◽  
Author(s):  
Keyword(s):  
Employee Engagement ◽  
Structural Equation ◽  
Service Sector ◽  
Employee Voice ◽  
Equation Modeling ◽  
Voice Behavior ◽  
Toxic Leadership ◽  
Negative Effects ◽  
Organizational Engagement ◽  
The Impact

Drawing upon the theory of planned behavior, this study aims to observe the role of employee voice in abating the impact of toxic leadership on collective organizational engagement. The performance of the firm is highly dependent on employee engagement and leadership plays a vital role in engaging employees towards collective goals. This study used the snowball sampling technique to collect data from the Pakistan service sector. A self-reported questionnaire was used to collect data from the said sector, the sample size was 223 employees working in telecommunication, banks, and insurance companies. Thus, literature proposes that the phenomenon of toxic leadership exists at every workplace and has negative effects on the organization. Previously toxic leadership has been studied only as a predictor of negative outcomes only. Therefore current study argues that even though toxic leadership decreases the collective organizational engagement, however, this relationship can be transformed via employee proactive voice behavior. Results obtained through Structural Equation Modeling (SEM) show that although leaders’ toxicity disengages employees at the workplace they look engaged. Structural relation of toxic leadership with employee voice has proved significant which indicates that employee raises voice against the leader’s bad behavior; it keeps them engaged as they perceive organization cares their voice. Thus, this study recommends that employee voice behavior should be promoted at the organization to neutralize the toxic leadership effect on collective organizational engagement. Present study where advances the literature on toxic leadership has practical implications for the managers as well. As toxic leadership overshadows the effects of positive leadership thus to avoid the negative effects of toxic leadership; top management should promote collective engagement through employee voice behavior to accomplish firm performance. Presently this study attempts to enrich the literature by empirically testing the proposed relationship and also provided future insights on toxic leadership to the researchers.

scholarly journals Exploring the Intra Entrepreneurship-Employee Engagement-Creativity Linkage and the Diverse Effects of Gender and Marital Status

2021 ◽  
Vol 12 ◽  
Author(s):  
Tae-Won Kang ◽  
Paresha N. Sinha ◽  
Chang-Il Park ◽  
Yong-Ki Lee
Keyword(s):  
Marital Status ◽  
Employee Engagement ◽  
Structural Equation ◽  
Theory And Practice ◽  
Equation Modeling ◽  
Job Engagement ◽  
Mediating Role ◽  
Organizational Engagement ◽  
Artificial Neural Network Ann ◽  
Corporate Social

This research examines which of the sub-dimensions of intra entrepreneurship (innovativeness, pro-activeness, risk-taking), and corporate social responsibility (CSR) support affects employee engagement (organizational and job engagement), which leads to employee creativity. The study uses survey data from SME employees in South Korea and applies the Structural Equation Modeling (SEM)-Artificial Neural Network (ANN) approach, to find that innovativeness and CSR support affect creativity through mediating roles of organizational engagement and job engagement, where job engagement plays a mediating role in the relationship between organizational engagement and creativity. The study also examines how employee gender and marital status effects the relative importance of intra entrepreneurship, organizational engagement, and job engagement on creativity. Findings of ANN analysis evaluates the effects per group (male-unmarried, male-married, female-unmarried, female-married) and shows how the importance of organizational engagement, job engagement, CSR support and innovativeness differ for each group. Contribution to theory and practice are discussed.

Driving Employee Engagement through CSR Communication and Employee Perceived Motives: The Role of CSR-Related Social Media Engagement and Job Engagement

2020 ◽  
pp. 232948842096052
Author(s):  
Hua Jiang ◽  
Yi Luo
Keyword(s):  
Social Media ◽  
Employee Engagement ◽  
Structural Equation ◽  
Communication Strategies ◽  
Business Communication ◽  
Equation Modeling ◽  
Job Engagement ◽  
Csr Communication ◽  
Organizational Engagement ◽  
Social Media Engagement

Employee engagement and corporate social responsibility (CSR) are two important issues attracting an increasing amount of attention from both business communication researchers and practitioners. A theory-driven model that (1) conceptualizes employee engagement as social media engagement, job engagement, and organizational engagement, and (2) explicates how they are related to an organization’s CSR communication strategies and employee perceived CSR motives is still lacking. To place our study in the context of CSR and business communication, we proposed a strategies-motives-employee engagement model. Results from an online Qualtrics survey (n = 836) supported all our hypotheses except for the direct link between interacting CSR communication strategies and employee organizational engagement. We conducted a two-step Structural Equation Modeling (SEM) analysis to test all our hypotheses. Theoretical and practical implications of the study were discussed.

Effect of Organizational Culture and Organizational Commitment to Employee Performance through Organizational Citizenship Behavior (OCB) as Intervening Variables (Study on Bappeda Litbang Provinsi Bali)

2018 ◽  
Vol 9 (08) ◽  
pp. 20997-21013
Author(s):  
Anom Suwibawa ◽  
Anak Agung Putu Agung ◽  
I Ketut Setia Sapta
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Employee Performance ◽  
Sem Analysis ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
The Individual

Organizational culture as the values, principles, traditions and ways of working shared by members of the organization and affect the way they act. Organizational commitment has an important role of employee performance. The commitment can be realized if the individual in the organization, running their rights and obligations according to their duties and functions and functions within the organization, because the achievement of organizational goals is the work of all members of the organization that are collective Vipraprastha, Sudja,  & Yuesti (2018). Respondents in this study are Civil Servants (PNS) at least have been working for 2 years. The number of respondents in this study were 86 respondents using Nonprobability technique that is saturated samples or often called total sampling. This research uses SMARTPLS 3 Structural Equation Modeling (SEM) analysis. The results of this study indicate that: 1) organizational culture has a positive and significant effect on Organizational Citizenship Behavior (OCB); 2) Organizational Citizenship Behavior (OCB) has positive and significant impact on Organizational Citizenship Behavior (OCB); 3) Organizational Citizenship Behavior employee, 4) organizational culture has a positive effect on the performance of employees, either partially or through Organizational Citizenship Behavior (OCB), 5) Organizational commitment has no effect on employee performance.

Transforming people practices by re-structuring job engagement practices for generation z: An empirical study

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Deepika Pandita ◽  
Amresh Kumar
Keyword(s):  
Organizational Support ◽  
Structural Equation ◽  
Reliability And Validity ◽  
Three Dimensions ◽  
Equation Modeling ◽  
Job Engagement ◽  
Content Type ◽  
Perceived Supervisor Support ◽  
Engagement Strategies ◽  
The Individual

Purpose This paper aims to develop the readers’ understanding of the transforming role of job engagement (JOB) drivers, specifically for Gen Z in information technology (IT) Companies across India. It measures the association of JOB and perceived organizational support (POS), perceived supervisor support (PSS) and co-worker relationship (COP) with a very special reference to Gen Z. Design/methodology/approach A total of 302 survey-based responses were collected. To test the conceptualized model of JOB, structural equation modeling was used. Confirmatory factor analysis was conducted using the AMOS platform toward determining the reliability and validity of the individual constructs and the overall model. Findings All three dimensions, namely, POS, PSS and COP, are positively related to JOB. Out of the three, the most contributing extent in engaging Gen Z is PSS. Research limitations/implications A conceptual framework of Gen Z engagement drivers could help human resource (HR) researchers fine-tune Gen Z employees’ retention strategy. The paper shows that it is not about pandering to them but about eliminating blocks so that Gen Z can deliver the future business. Practical implications The outcomes may aid establishments and policymakers in advancing and improving HRs policies in engaging Gen Z, who have started entering the organizations. Originality/value JOB practices can add to the determinations of the HRs processes in the IT start-ups organizations in dealing with Gen Z. This research reconnoiters the drivers of engagement strategies directly impacting JOB Gen Z.

Job meaningfulness, employee engagement, supervisory support and job performance: a moderated-mediation analysis

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Abinash Panda ◽  
Subhashis Sinha ◽  
Nikunj Kumar Jain
Keyword(s):  
Job Performance ◽  
Employee Engagement ◽  
Social Exchange ◽  
Structural Equation ◽  
Manufacturing Industry ◽  
Equation Modeling ◽  
Conservation Of Resources ◽  
Supervisory Support ◽  
Content Type ◽  
Job Meaningfulness

PurposeGuided by social exchange, broaden and build and conservation of resources theoretical perspectives, this study explores the moderated mediating role of supervisory support (SS) on the relationship between job meaningfulness (JM) on job performance (JP) through employee engagement (EE).Design/methodology/approachField data were collected from two hundred and nineteen executives and their thirty-eight supervisors of a large paint manufacturing industry through a time-lagged research design and was analyzed with partial least squares based structural equation modeling.FindingsFindings of this study indicate that JM mediated by EE contributes to JP, which means if an employee finds one's job meaningful, she/he is likely to be more engaged emotionally, psychologically and cognitively to deliver better JP. SS is also found to be salient as it moderates both direct and indirect relationships between JM and JP through EE.Research limitations/implicationsGeneralizability of the findings of this study should be done with caution. Though the study has time-laggard data from two different sources but missing longitudinal data restricts causality of relationships/findings.Practical implicationsThese findings are relevant for organizations given that organizational leaders can create a context, by appropriate job design and engaging work context that motivates employees to perform better in their jobs. Insights of this study will be useful for organizations to curate meaningful jobs for their employees and also groom leaders with requisite skills and competencies to help subordinates perform up to their potential.Originality/valueThis study is an attempt toward a better understanding of the interplay of JM, work engagement and SS on JP in a manufacturing set-up in India, which has not been hitherto examined in Indian context.

scholarly journals Evaluating the Human Resource Management Practices Effectiveness and Providing a Comprehensive Model (The Case of Nir Pars Company)

2013 ◽  
Vol 3 (3) ◽  
pp. 72 ◽  
Author(s):  
Davood Ghiyasvand ◽  
Hadi Teimouri ◽  
Reza Ansari
Keyword(s):  
Human Resources ◽  
Business Intelligence ◽  
Structural Equation ◽  
Management Practices ◽  
Survey Methodology ◽  
Reliability And Validity ◽  
Simple Random Sampling ◽  
Equation Modeling ◽  
Comprehensive Model ◽  
Statistical Population

Nowadays, as organizations advance towards development and progress, the need for efficient labor will be more noticeable. In such circumstances, the success of organizations in economic, cultural, social and governmental interactions is due to competence and effectiveness of Human resources and in fact human resources are the major assistance in achieving organizational goals and improving performance.The purpose of this article is to explore the level of business intelligence and propose a comprehensive model for Nir Pars Company in Tehran. This is an applied, descriptive-correlation research, conducted by survey methodology. A collection of 400 experts and managers of different organizational levels of Nir Pars Company were the statistical population of the study and a batch of 225 persons were chosen by simple random sampling as the research sample. Library method was used for data collection to form the theoretical foundations of the research, and we used our own questionnaire to confirm or refute the research hypotheses; which has the required reliability and validity (Cronbach's alpha coefficient of 0.961). To explore the relationships between the elements of the Model, factor analysis and structural equation modeling techniques were used. According to achieved results, the level of business intelligence exceeds the allowable amount (0.78 for all parameters of the model). 

scholarly journals The Influence of Belief, Utility of Information, and Group Support on Selective Exposure to Pornography Among Teenagers in Jakarta, Indonesia

2018 ◽  
Vol 7 (2.29) ◽  
pp. 557
Author(s):  
Inge Hutagalung
Keyword(s):  
High School Students ◽  
Structural Equation ◽  
Selective Exposure ◽  
Scale Model ◽  
Equation Modeling ◽  
Social Aspect ◽  
Group Support ◽  
Validity And Reliability ◽  
Utility Of Information ◽  
The Individual

Festinger’s (1) hypothesis cites belief as a variable that influences selective exposure. However, a review of other experts’ research proves that selective exposure is not only affected by the psychological aspect but by the message and the social aspect as well. In contrast to previous scholars who focused only on one variable, the researcher examines belief, utility of information, and group support simultaneously and integrates them into a model. The research design is a case study involving the use of pornographic information. This study’s subjects comprise 400 senior high school students in Jakarta, Indonesia. The relationships among the variables were tested by using structural equation modeling. The validity and reliability analyses utilized the LISREL 8.80 application. A questionnaire with a Likert-scale model was used as the data collection method. The structural test results show that the theoretical models for the three variables have a significant effect on selective exposure (t value ≥ 1.96). On the other hand, the findings also prove that communication in the context of selective information on pornography is divided into three levels. First, at the intrapersonal level, the individual holds on to his or her belief in selecting the information. Second, at the interpersonal or group level, the individual adjusts his or her belief to the existing reality (environment or social group). Third, at the mass communication level, the individual selects the information according to its utility, that is, to fulfill the need for information.  

Individual Difference Variables, Ethical Judgments, and Ethical Behavioral Intentions

1999 ◽  
Vol 9 (2) ◽  
pp. 183-205 ◽  
Author(s):  
Kenneth Bass ◽  
Tim Barnett ◽  
Gene Brown
Keyword(s):  
Individual Difference ◽  
Behavioral Intentions ◽  
Structural Equation ◽  
Equation Modeling ◽  
Just World ◽  
Ethical Judgments ◽  
Individual Difference Variables ◽  
The Individual ◽  
Ethical Behavioral Intentions ◽  
The Relationship

Abstract:This study examined the relationship between the individual difference variables of personal moral philosophy, locus of control, Machiavellianism, and just world beliefs and ethical judgments and behavioral intentions. A sample of 602 marketing practitioners participated in the study. Structural equation modeling was used to test hypothesized relationships. The results either fully or partially supported hypothesized direct effects for idealism, relativism, and Machiavellianism. Findings also suggested that Machiavellianism mediated the relationship between individual difference variables and ethical judgments/behavioral intentions.

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