scholarly journals The Effect of Employee Engagement and Job Satisfaction on Workforce Agility Through Talent Management in Public Transportation Companies

2021 ◽  
Vol 36 (2) ◽  
pp. 212
Author(s):  
Ahmad Azmy
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Public Transportation ◽  
Talent Management ◽  
Partial Least Square ◽  
Least Square ◽  
Analysis Tool ◽  
Workforce Agility ◽  
Employee Competencies

This study aimed to analyzed employee engagement and job satisfaction with workforce agility through talent management as a mediating variable. The object of research was carried out at one of the public transportation companies. The number of respondents was 100 people. This research is purposive because it is following the research needs. The analysis tool uses the Partial Least Square (PLS) method. It aims to analyze specifically the variables and indicators that affect workforce agility. The results showed that employee engagement and job satisfaction had a positive effect on workforce agility. The role of talent management as a mediating variable affects workforce agility. Organizations must maximize the role of talent management to prepare employee competencies according to business challenges. The implementation of employee engagement and job satisfaction will make employees more agile, responsive, and have high initiatives to generate business innovation. Job satisfaction is very much needed in maintaining performance stability. The business process is very dependent on how the role and involvement of employees in executing the business plan. The four variables explain that workforce agility makes employee responsiveness higher in advancing the company's business. Therefore, organizations must be responsive and adaptive in empowering human resources optimally

scholarly journals Pengaruh Employee Engagement terhadap Kepuasan Kerja dengan Work Life Balance sebagai Variabel Intervening

2021 ◽  
Vol 9 (3) ◽  
pp. 1092-1100
Author(s):  
Noufal Ahmadi Atthohiri ◽  
Dewie Tri Wijayati
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Public Transportation ◽  
Sampling Technique ◽  
Work Life ◽  
Partial Least Square ◽  
Least Square ◽  
Work Life Balance ◽  
Life Balance ◽  
Toll Road

Land public transportation modes are experiencing a significant increase after constructing the Trans Java toll road. Many bus companies maximize the use of the Trans Java toll road to serve the community, one of these companies is PT. Haryanto Motor Indonesia. This company is engaged in Autobus Transportation. This study aims to determine the effect of employee engagement on job satisfaction with work-life balance as an intervening variable. This type of research is quantitative with 66 employees using purposive sampling technique with criteria is all of the respondents have worked in east java. The statistical analysis technique used is Partial Least Square with the help of SmartPLS 3 software. The results obtained from the study explain that employee engagement has a positive but not significant effect on job satisfaction, employee engagement has a positive and significant effect on work-life balance, work-life balance has a significant positive effect. On job satisfaction and work-life balance can mediate with full mediation category. The implication of this research is in terms of job satisfaction; the company may be able to add labour guarantees to its employees to increase the sense of security and satisfaction of the employees.

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 The Role of Talent Management in the Relationships between Employee Engagement: A Study of GLCs

2018 ◽  
Vol 150 ◽  
pp. 05060 ◽  
Author(s):  
Afdzal Aizat Ramli ◽  
Aerni Isa ◽  
Nur Lyana Baharin ◽  
Hazril Izwar Ibrahim
Keyword(s):  
Employee Engagement ◽  
Management Practices ◽  
Management Practice ◽  
Talent Management ◽  
Partial Least Square ◽  
Least Square ◽  
Business Competitiveness ◽  
High Level ◽  
The Relationship

Talent management practice is crucial in relating the potential talent. The GLCs need to have a potential talent in order to continue the value creation for business competitiveness. Moreover, talent that possesses high level of commitment and engagement will add value in the organization. This study aims to examine the relationship between talent management practices and employee engagement of employees at GLCs. The sample included 230 employees, which were selected randomly. For this study the method for data collection uses a structured questionnaire and were analyzed using partial least square. The hypothesis in this study is accepted whereby on the empirical evidences, it proves the relationship between talent management practices and employee engagement‥

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.

Talent management and organizational sustainability: role of sustainable behaviour

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muhammad Mujtaba ◽  
Muhammad Shujaat Mubarik
Keyword(s):  
Structural Equation ◽  
Large Scale ◽  
Talent Management ◽  
Partial Least Square ◽  
Least Square ◽  
Three Dimensions ◽  
Organizational Sustainability ◽  
Substantial Impact ◽  
Content Type

Purpose This study aims to examine the role of talent management (TM) in improving organizational sustainability (OS). The study also investigates employees’ sustainable behaviour (SB) in achieving three-dimensional sustainability goals (i.e. economic, social and environmental). Design/methodology/approach This study focused on medium and large-scale manufacturing firms, whereas the sample size was 196 firms. Data was collected through close-ended questionnaires using the cluster sampling technique. The partial least square-structural equation modelling was used to estimate the modelled relationships. Findings Results show a significant direct impact of TM on OS. Likewise, the results also show a substantial impact of all three dimensions of TM (acquisition, development and retention) on OS. Results confirm that employees’ SB positively mediates between TM and OS. Research limitations/implications The study focuses on the manufacturing sector of Pakistan. The study’s findings imply that TM strategies are an indispensable source of sustainability to attract, develop and retain talented employees in the situation of talent shortage. Moreover, sustainable employees’ behaviour is also depicted as a positive role between TM and OS because sustainable success is not only required the expertize of employees, but it also needs the dedication of employees. Practical implications This study enhances the understanding of TM’s role in improving the OS. The findings imply that a firm should consider TM as the apex strategy for elevating the performance. Findings also reveal the need to adopt a comprehensive strategy or system to manage the talent of an organization. Originality/value Linking the TM with OS and SB is the novelty of the study.

scholarly journals Intention to quit amongst Generation Y academics in higher education

2013 ◽  
Vol 39 (1) ◽  
Author(s):  
Anecia Robyn ◽  
Ronel Du Preez
Keyword(s):  
Higher Education ◽  
Job Satisfaction ◽  
Employee Engagement ◽  
Generation Y ◽  
Education Institution ◽  
Partial Least Square ◽  
Least Square ◽  
Intention To Quit ◽  
Measurement Instruments ◽  
Ex Post

Orientation: For a higher education institution (HEI) to maintain a long-term trajectory of excellence, a strong focus on retaining a younger generation of skilled academics is needed.Research purpose: The purpose of this study was to investigate intention to quit amongst Generation Y academics in HEIs.Motivation for the study: Higher education institutions are more dependent on the abilities and commitment of their staff than most other organisations. More than 4000 academics will retire and need to be replaced by 2018, providing justification for the study of intention to quit of academics.Research design, approach and method: An ex post facto quantitative research design was followed. Academics at six HEIs in South Africa were sampled. Measurement instruments included abridged versions of the Utrecht Work Engagement Scale, Multifactor Leadership Questionnaire, Arnold and Feldman Intention to Quit Scale, Job Descriptive Scale and Chew’s reward scale.Main findings: Employee engagement, job satisfaction, remuneration, reward, recognition and transformational leadership were significantly related to intention to quit. In the partial model, three of these variables explained 45% of the variance in intention to quit. Partial least square path modelling revealed that employee engagement and job satisfaction have significant negative impacts on intention to quit.Practical/managerial implications: The findings serve as input for the development of efficacious strategies to retain Generation Y academics at HEIs in South Africa.Contribution/value-add: This study contributes to our knowledge of intention to quit amongst Generation Y academics. It provides evidence of the complexity and inter-relatedness of variables in the phenomenological network of intention to quit.

scholarly journals Internal Marketing as a Basic in Building Job Satisfaction and Service Quality in Non-Star Hotel in Denpasar

2021 ◽  
Vol 6 (2) ◽  
pp. 13-24
Author(s):  
I Gede Rihayana ◽  
Putu Pradiva Putra Salain ◽  
Putu Agus Eka Rismawan
Keyword(s):  
Job Satisfaction ◽  
Service Quality ◽  
Work Performance ◽  
Internal Marketing ◽  
Partial Least Square ◽  
Least Square ◽  
Analysis Tool ◽  
Significant Positive Effect ◽  
Lodging Services ◽  
Positive Effect

This study aims to analyze the phenomenon of competition in the field of providing hotel lodging services, where the growing development of tourism causes the growth rate of tourism accommodation such as hotels to also increase. This causes non-star hotels as one of the providers of hospitality services to also improve to face this competition by changing the system they have in order to still have an advantage over their competitors. In this study using respondents as many as 91 people with quantitative analysis and testing the research path test was carried out using the Partial Least Square (Smart PLS) 2.0 analysis tool. Based on the results of the research analysis, it was found that internal marketing had a significant positive effect on job satisfaction, job satisfaction had an insignificant positive effect on service quality, and internal marketing had a significant positive effect on service quality. The implementation of this research is to maintain and improve internal marketing by rewarding work performance, to increase job satisfaction by listening more to the suggestions given by employees, and to maintain and improve service quality by always giving personal/special attention to guests who stay and understand the special needs of staying guests. In addition, the results of this study also create a gap for further research, where the relationship between internal marketing and service quality has no significant positive effect.

scholarly journals THE EFFECT OF ORGANIZATIONAL COMMUNICATION AND JOB SATISFACTION ON EMPLOYEE ENGAGEMENT AND EMPLOYEE PERFORMANCE AT PT. ABYOR INTERNATIONAL

2020 ◽  
Vol 1 (4) ◽  
pp. 479-489
Author(s):  
Febrial Eka ◽  
Herminingsih Anik
Keyword(s):  
Job Satisfaction ◽  
Organizational Communication ◽  
Employee Engagement ◽  
Employee Performance ◽  
Secondary Data ◽  
Equation Model ◽  
Partial Least Square ◽  
Least Square ◽  
Primary Data ◽  
Sample Method

This study aims to analyze the effect of organizational communication and job satisfaction, on employee engagement and employee performance. The research data used are primary data derived from questionnaires and secondary data derived from company data. The sample method used is the nonprobability method. The population comes from all employees of PT. Abyor International which is still active in September 2019. The analytical method used in this study is the Partial Least Square (PLS) Structured Equation Model (SEM) using Smart PLS version 3.0. The results showed that organizational communication and job satisfaction had a positive and significant effect to employee engagement. Organizational communication and job satisfaction have no significant effect to employee performance. Employee engagement has a positive and significant effect to employee performance. Employee engagement becomes mediator for organizational communication and job satisfaction variables in influencing employee performance.

scholarly journals Analisis Pengaruh Konflik Pekerjaan-Keluarga (work-family conflict) Dan Stres Terhadap Kepuasan Kerja Pada Karyawan Wanita Di Sekretariat Daerah (Setda) Kabupaten Di Pulau Lombok

2018 ◽  
Vol 7 (3) ◽  
Author(s):  
Qaedi Taris Ardita ◽  
Agusdin Agusdin ◽  
Lalu M Furqan
Keyword(s):  
Job Satisfaction ◽  
Work Stress ◽  
Family Conflict ◽  
Partial Least Square ◽  
Least Square ◽  
Analysis Tool ◽  
Work Family Conflict ◽  
Family Work ◽  
Purposive Sampling ◽  
Work Family

This study aims to (1) analyze the effect of  Work-family conflict on job satisfaction; (2) analyze the effect of Work-Family Conflict on work stress ; (3) analyze the effect of work stress on job satisfaction (4) analyze the effect of work-family conflict on job satisfaction mediated by work stress. Type of research is quantitative with causal assosiative. The population in this study was on Female Employees at the District Secretariat on Lombok Island. The number of members of the population is 188 people.   Determination of the sample by purposive sampling method. Sample criteria are employees who are married. The number of samples is 92 people. Data collection techniques or tools use a questionnaire. The analysis tool uses PLS (Partial Least Square) with SmartPLS 3.0 program. The results showed that (1) the Conflict of Family Work had a negative effect not significant on job satisfaction; (2) Work-Family Conflict have a positive significant effect on work stress; (3) Job stress has a negative significant effect on job satisfaction; (4) Work- Family Conflict negatively affects on job satisfaction mediated by work stress.Penelitian ini bertujuan untuk (1) menganalisis pengaruh Konflik Pekerjaan-Keluarga terhadap kepuasan  kerja; (2) menganalisis pengaruh Konflik Pekerjaan-Keluarga terhadap stres kerja; (3) menganalisis pengaruh stres kerja terhadap kepuasan  kerja (4) menganalisis pengaruh Konflik Pekerjaan-Keluarga terhadap kepuasan kerja yang di mediasi oleh stres kerja.Jenis penelitian ini adalah kuantitatif dengan asosiatif kausal. Populasi pada penelitian ini adalah pada Karyawan Wanita di Sekretariat Daerah Kabupaten  di Pulau Lombok. Jumlah anggota populasi sebanyak 188 orang.  Penentuan sampel dengan metode purposive sampling. Kriteria sampel adalah pegawai yang sudah menikah. Jumlah sampel sebanyak 92 orang. Teknik atau alat pengumpulan data menggunakan kuesioner. Alat analisis yang dugunakan adalah PLS (Partial Least Square) dengan bantuan program SmartPLS 3.0.Hasil penelitian menunjukkan bahwa (1) Konflik Pekerjaan-Keluarga berpengaruh negatif dan tidak signifikan terhadap kepuasan  kerja; (2) Konflik Pekerjaan-Keluarga berpengaruh positif  dan signifikan terhadap stres kerja; (3) Stres Kerja berpengaruh negatif  dan signifikan terhadap kepuasan  kerja; (4) Konflik Pekerjaan-Keluarga berpengaruh negatif dan signifikan terhadap kepuasan kerja yang di mediasi oleh stres kerja.

scholarly journals Peran Etika Kerja Islami dan Locus Of Control Dalam Meningkatkan Kepuasan Kerja Pegawai (Studi Pada Satuan Kerja Perangkat Daerah (SKPD), Kab. Buton Utara)

2015 ◽  
Vol 3 (1) ◽  
pp. 1-13
Author(s):  
Muhamad Ridhayantho ◽  
Noermijati Noermijati ◽  
Dodi W. Irawanto
Keyword(s):  
Job Satisfaction ◽  
Locus Of Control ◽  
Work Ethic ◽  
Partial Least Square ◽  
Civil Servants ◽  
Survey Method ◽  
Analysis Tool ◽  
Islamic Work Ethic ◽  
Work Units

This study aims to identify and analyze the role of Islamic Work Ethic and locus of control in improving job satisfaction both directly and indirectly. The study population is 607 Muslim Civil Servants (PNS) and working in regional work units (SKPD) North Buton Regency. The sample that obtained for this study are 124 civil servants (PNS). Sampling was done by using a proportional (proportionate random sampling), in each instances, with 8% of precision rate. The data collection method was a customized questionnaire survey method based on Likert scale 1-5. The analysis tool used is Partial Least Square (PLS) with hypothesis testing process used software application program Smart PLS 3.0.The results showed that the Islamic Work Ethic and Locus Of Control has a positive and significant influence either directly or indirectly on Job Satisfaction, thus concluded that the Islamic work ethics and locus of control proved to increase employee satisfaction in work units (SKPD) , North Buton Regency. The practical contribution of this research is to provide information to the Civil Servants (PNS) and Local Government in order to always improve understanding and programs related to the increase in work attitudes Civil Servants (PNS), especially in the scope of work units (SKPD). While theoretically this study contribute to the development of different models of measurement variables from previous studies, in which the role of the Islamic Work Ethic variables and Locus of Control as exogenous variables are reflective, while job satisfaction variables as endogenous variables are formative. Further limitations and suggestions discussed in the research. Keywords: Islamic Work Ethic, Locus of Control, Job Satisfaction.

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