scholarly journals THE ROLE OF EMPLOYEE ENGAGEMENT ON JOB SATISFACTION AND ITS EFFECT ON ORGANIZATIONAL PERFORMANCE

2021 ◽  
Vol 19 (2) ◽  
pp. 296-309
Author(s):  
Unggul Sentanu Noercahyo ◽  
◽  
Mohammad Syamsul Maarif ◽  
I Made Sumertajaya ◽  
◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Performance ◽  
Employee Engagement ◽  
Structural Equation ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Future Research ◽  
Job Engagement

The purpose of this research was to analyze the role of employee engagement from the perspective of job engagement and organization engagement on job satisfaction and its effect on organizational performance. This research was conducted at a multinational manufacturing chemicals company located in Tangerang and Cilegon. The population was approximately 121 employees consisting of three job levels: Manager, White Collar, and Blue Collar. A target sample determined approximately 93 employees. Sampling using a non-probability sampling approach with a quota sampling method. The questionnaire was distributed to the population, but only 86 respondents filled out and returned the questionnaire. Method of hypothesis testing using Partial Least Square of Structural Equation Modeling (PLS-SEM) approach. The results suggested that job engagement has a positive and significant effect on job satisfaction but does not significantly affect organizational performance. Next, organization engagement has a positive and significant effect on job satisfaction but does not significantly affect organizational performance. Furthermore, job satisfaction has a positive effect and significantly influences organizational performance. Future research is advisable to examine the relations of other variables such as workload, work-life balance, and implementation of an integrated management system, which, believed, can provide a comprehensive view of employee engagement, job satisfaction, and organizational performance.

scholarly journals Brain Drain in Higher Education. The Impact of Job Stress and Workload on Turnover Intention and the Mediating Role of Job Satisfaction at Universities

2021 ◽  
Vol 6 (3) ◽  
pp. 1-8
Author(s):  
Rao Tahir Anees ◽  
Petra Heidler ◽  
Luigi Pio Leonardo Cavaliere ◽  
Nordiana Ahmad Nordin
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Turnover Intention ◽  
Structural Equation ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Future Research ◽  
The Impact

This study seeks to determine the impact of job stress and workload on turnover intention along with the mediation role of job satisfaction. A total of 140 academics and management personnel participated in this study’s survey. A partial least square structural equation modeling was used for data analysis. The results show that job stress and workload have a positive effect on turnover intention, while job satisfaction mediates the relationship between job stress, workload, and turnover intention. Future research could adapt and adopt the herein used methodology and research topic to other countries or in other industries.

Fit Perception and Engagement: The Mediating Role of Work Meaningfulness

2021 ◽  
pp. 097226292199986
Author(s):  
Robinson James
Keyword(s):  
Employee Engagement ◽  
Structural Equation ◽  
Strong Predictor ◽  
Organizational Outcomes ◽  
Research Strategy ◽  
Partial Least Square ◽  
Least Square ◽  
Future Research ◽  
Work Meaningfulness

Research on engagement has gained considerable attention in recent years as it is a strong predictor of a range of positive individual and organizational outcomes. There is a question of why the level of the engagement is different from employee to employee in an organization, though they are provided with the same resources. This study aims to investigate the influence of fit perception on engagement and the role of the employee’s psychological condition (work meaningfulness) on this relationship. This study mainly employed a survey research strategy, and data were primarily garnered from a questionnaire. This study was conducted among 145 respondents from the public sector organizations in Sri Lanka. Partial least-square structural equation modelling was employed to analyse the generated data. In this study, the researcher has conceptualized fit perception as a higher order construct comprising Person Job fit and Person Organization fit. The study revealed that fit perception positively influences employee engagement, and this relationship is mediated by work meaningfulness. This study contributes to the literature by deepening the understanding of the fit perception and engagement relationship by introducing work meaningfulness as a mediator variable. By highlighting how engagement is influenced by fit perception and work meaningfulness, this study facilitates practitioners to build and maintain an engaged workforce. Further contributions of this study, the avenue for future research, and study limitations are presented in detail at the end of this article.

The dynamic role of rapport on satisfaction–commitment relationship

2020 ◽  
Vol 38 (4) ◽  
pp. 917-932
Author(s):  
Johra Kayeser Fatima ◽  
Rita Di Mascio ◽  
Ali Quazi ◽  
Raechel Johns
Keyword(s):  
Structural Equation ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Future Research ◽  
Normative Commitment ◽  
Content Type ◽  
Moderation Effect ◽  
Long Run

PurposeThis study aims to capture the mediation role of customer–frontline employee rapport on customer satisfaction and affective, calculative and normative commitment by using three alternative models. It also verifies the moderation effect of relationship age on the rapport-satisfaction link in each alternative model.Design/methodology/approachThe survey data collected from bank customers were analyzed using structural equation modeling (SEM) with the partial least square (PLS) method.FindingsResults confirmed rapport as a significant mediator between satisfaction and each of the three types of commitment. Relationship age significantly moderates the links between rapport to affective and normative commitment but not to calculative commitment.Research limitations/implicationsAdditional findings from “importance–performance analysis” suggest that satisfaction is more import to customers than rapport for developing commitment, so further investigations can reveal the underlying reasons. Also, complementary mediation shows one or more missing mediators, which calls for future research.Practical implicationsManagers need to use rapport strategically with customers in different relationship ages to build different types of commitment. Specific tactics to build rapport and possible long run implications for developing affective, calculative and normative commitment have been discussed in the “note to practitioner” section.Originality/valueUsing “broaden-and-build” theory, the study extends the literature by confirming the mediation influence of rapport on satisfaction and three types of commitment relationships.

scholarly journals Role of Transactional Leadership in Influencing Motivation, Employee Engagement, and Intention to Stay

2021 ◽  
Author(s):  
Rachmat Suhendra
Keyword(s):  
Employee Engagement ◽  
Transactional Leadership ◽  
Structural Equation ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Intention To Stay ◽  
Leadership Motivation ◽  
A Company

This study examined the role of transactional leadership in influencing the motivation, employee engagement and intention to stay of employees at PT X. Structural Equation Modeling with Partial Least Square was employed using SmartPLS 3.2.8. The research was conducted at PT X, which is a company engaged in the property sector located in Sidoarjo. All employees were used in the sample with a total of 84 employees. Transactional leadership had a significant effect on motivation, employee engagement, and intention to stay. Furthermore, employee engagement and motivation also had a significant effect on intention to stay. Keywords: transactional leadership, motivation, employee engagement, intention to stay

scholarly journals HIERARCHICAL MODEL OF INTERNAL MARKETING TO PREDICT EMPLOYEE SATISFACTION AND TURNOVER INTENTION

2018 ◽  
Vol 2 (1) ◽  
pp. 44-58
Author(s):  
Athanasia An Nointin
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Structural Equation ◽  
Hierarchical Modeling ◽  
Internal Marketing ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Future Research ◽  
Employee Job Satisfaction

The objective of this paper is to assess the predictive influence of internal marketing on employee job satisfaction and turnover intention of frontline employees of travel agencies in Sabah. Specifically, the study aims to investigate the extent to which each of the four dimensions of internal marketing (internal communication, reward system, working condition and training) affects employee job satisfaction and the intention to leave the organization.Conceptually, this study extends the concept of Internal Marketing by re framing it as a formative hierarchical construct and modeling its impact on job satisfaction and turnover intention. The two-stage approach was adopted in partial least square structural equation modeling to examine the hierarchical modeling of internal marketing. The findings suggest that internal marketing is a significant predictor of job satisfaction and indirectly influences employees‟ turnover intention. The conceptualization of internal marketing as reflective formative type of second order model was justified in this study. Other than the conceptual and empirical contribution, this study also offers an alternative method in modeling internal marketing of which could be adopted in future research.

Examining the nexus between transformational leadership and follower's radical creativity: the role of creative process engagement and leader creativity expectation

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Md. Nurun Nabi ◽  
Zhiqiang Liu ◽  
Najmul Hasan
Keyword(s):  
Transformational Leadership ◽  
Organizational Performance ◽  
Creative Process ◽  
Structural Equation ◽  
Primary Objective ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Content Type

PurposeThe primary objective of this study is to examine the nexus between transformational leadership (TL) and followers' radical creativity (FRC). In contrast, creative process engagement (CPE) and leader creativity expectation (LCE) was employed as a mediating and a moderator role, respectively.Design/methodology/approachA quantitative exploratory survey was applied as a research design, and 293 valid responses were collected from industry-university collaborative team leaders-followers. The authors performed descriptive and partial least square based structural equation modeling (PLS-SEM) analysis using the SPSS 23 and Smart-PLS 3.0 package program to test the hypothesis.FindingsEmpirical results revealed that the TL positively and significantly influences the FRC. Therefore, the mediation of CPE bridges the relationship between TL and FRC, while the moderating role of LCE was insignificant. TL with higher CPE indirectly enhances the FRC.Research limitations/implicationsUnlike the prior conventional componential theory of creativity (CTC), this study extends the scope of CTC addressing CPE and LCE to investigate the nexus between TL and FRC and contributes to the current literature leaders-followers relationship.Practical implicationsPractically, this research contributes to the growing body of the literature demonstrating how organizations might foster radical creativity in their employees and how to inspire followers to participate in radical creativity activities that might enhance organizational performance.Originality/valueThis study has broadened the scope of the CTC by emphasizing the mediating function of CPE in promoting particular aspects of followers' creativity.

The Effect of Leadership Style to Job Satisfaction, Employee Engagement and Employee Performance (Study at PT. Interbat, Bali, Nusra, and Ambon)

2018 ◽  
Vol 9 (03) ◽  
pp. 20592-20600 ◽  
Author(s):  
Ni Nengah Rupadi Kertiriasih ◽  
I Wayan Sujana ◽  
I Nengah Suardika
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Leadership Style ◽  
Structural Equation ◽  
Employee Performance ◽  
Research Result ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Organizational Goals

Human resources as one of the important indicators of achieving organizational goals effectively and efficiently and performance is the answer to the success or failure of organizational goals that have been set. Performance can be seen from the achievement of target employees in an organization. Performance at PT.Interbat Bali Nusra Ambon has decreased in 2017 compared to 2016. The purpose of this research is to confirm the linkage of leadership style to job satisfaction, employee engagement and employee performance of PT.Interbat Bali Nusa Ambon. The population and sample in this study is the total population of 53 employees. The analysis technique used in this research is structural equation modeling (SEM) based on variance or component based SEM, known as Partial Least Square (PLS). From the research result, it is found that leadership style has positive and significant effect to job satisfaction, leadership style has no significant effect on employee engagement, leadership style has no significant effect on employee performance, but leadership style will affect employee's work through work mediation and employee engagement, job satisfaction positive and significant impact on employee engagement, employee engagement has a positive and significant impact on employee performance and employee engagement has a positive and significant impact on employee performance.

scholarly journals role of organizational commitments in mediating the effect of work motivation and job satisfaction towards turnover intention on nurses private hospital

2020 ◽  
Vol 8 (1) ◽  
Author(s):  
Made Widya Astiti ◽  
Ida Bagus Ketut Surya
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Structural Equation ◽  
Work Motivation ◽  
Sampling Technique ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling

This study aims to determine the role of organizational commitment in mediating the effect of work motivation and job satisfaction on turnover intention of nurses at private hospitals in South Kuta. The number of samples used was 82 nurses using saturated sampling technique or census methods and collecting data using a questionnaire that uses a Likert scale. The data analysis technique was performed using Structural Equation Modeling (SEM) with the Partial Least Square (PLS) approach, and the VAF test to test the role of mediation. The results show that there is a negative and significant influence of organizational commitment, work motivation and job satisfaction on turnover intention. There is a positive and significant effect of job satisfaction and work motivation on organizational commitment, as well as the role of organizational commitment as a partial mediator between work motivation and job satisfaction on turnover intention which has a negative and significant effect. The findings in this study imply that companies are required to pay more attention to appropriate compensation and to reward employees who are loyal to the company and pay attention to the working conditions of their employees so that employees will remain in the company.

Innovation speed and competitiveness of food small and medium-sized enterprises (SME) in Malang, Indonesia

2019 ◽  
Vol 10 (5) ◽  
pp. 1152-1173 ◽  
Author(s):  
Benny Hutahayan ◽  
Stefanus Yufra
Keyword(s):  
Structural Equation ◽  
Creative Destruction ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Future Research ◽  
Innovation Development ◽  
Content Type ◽  
The Government

Purpose The purpose of this paper is to examine the role of creative destruction as mediation between the speed of innovation and competitiveness of food small and medium enterprises (SMEs). Creative destruction that is competence-based and market-based is usually done by incumbent enterprises to create barrier to entry and widen the distance with similar businesses, then the role of creative destruction as a mediation to strengthen the competitiveness is investigated. Design/methodology/approach To test this, data were collected from 161 SMEs that is the food SME population in Great Malang covering three areas namely Malang Municipality, Malang Regency and Batu Municipality. warp partial least square-structural equation modeling (WarpPLS-SEM) was applied because parameter estimation with WarpPLS-SEM is very efficient because it has greater statistical requirements than other covariant-based methods, which is more likely to deliver results that match the population condition (significant if that is in fact significant in the population). Findings The pace of innovation development is very important to improve the competitiveness of food SMEs. The idea of innovation is quickly realized and products that enter the market faster have a greater chance to improve competitiveness through profit and productivity. The pace of innovation development enhances the competitiveness of food SMEs. This study proves that competitiveness can be increased once the pace of innovation development is followed by creative destruction. Creative destruction in this case is done through increased competence and maintain the innovations that have been achieved by food SMEs. Increased business competence could be conducted through cost efficiency enhancing product quality and improving worker skill. It is conducted while maintaining the achieved innovation to strengthen the market network customer service and innovation in product packaging. The government’s role is proven not to strengthen the relationship of the pace of innovation development and competitiveness of food SMEs. The role of the government is reflected through credit facilities business licensing promotion marketing and training. These have been carried out by the government. Nevertheless, these activities do not generate widespread impact in strengthening the pace of innovation development to enhance the competitiveness of food SMEs. Research limitations/implications The main limitation of this study is that it analyzes processed foods and innovations in general. Future research should investigate one type of processed food based on the typology of innovation so as to provide more effective and efficient recommendations. Originality/value This is the first known analysis of innovation speed and creative destruction for SMEs of food sector.

scholarly journals ANTECEDENT DIRECT AND INDIRECT OF EMPLOYEE ENGAGEMENT

2019 ◽  
Vol 3 (1) ◽  
pp. 15-27
Author(s):  
Muhamad Azis Firdaus
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Work Environment ◽  
Employee Engagement ◽  
Structural Equation ◽  
Partial Least Square ◽  
Least Square ◽  
Endogenous Variable ◽  
Equation Modeling ◽  
Employee Job Satisfaction

This study aims to analyze the direct and indirect effects of antecedent variables on employee engagement. The study involved 272 respondents from two regional companies in the water sector in the Bogor area. The study took place from April 2018 to May 2019. Analysis of the data used Structural Equation Modeling Partial Least Square (SEMPLS) on employee engagement variables as the first endogenous variable, employee job satisfaction as the second endogenous variable and as mediating variables, as well as organizational culture variables and work environment as an exogenous variable. The results showed that the organizational culture variables, directly and indirectly, did not have a significant effect on the endogenous variables of employee engagement. Exogenous variables of the work environment, directly and indirectly, have a positive and significant influence on the employee engagement variable. The implication of the results of this study is that the Regional Water Supply Company (PDAM) in the Bogor region needs to develop its work environment attributes that can improve employee job satisfaction. This needs to be done considering that employee job satisfaction will affect the degree of employee engagement.

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