scholarly journals Peran Conscientiousness sebagai Moderator dari Hubungan Job Resources dan Work Engagement Karyawan Information Technology (IT) pada PT. X

2017 ◽  
Vol 1 (1) ◽  
pp. 296
Author(s):  
Winoto Sugiarto ◽  
P. Tommy Y. S. Suyasa ◽  
Daniel Lie
Keyword(s):  
Social Support ◽  
Information Technology ◽  
Work Engagement ◽  
Job Demands ◽  
Job Resources ◽  
Probability Sampling ◽  
Utrecht Work Engagement Scale ◽  
Engagement Scale

Penelitian ini bertujuan untuk melihat peran dari conscientiousness sebagai moderator hubungan antara job resources dan work engagement yang ada pada PT. X khususnya pada unit kerja Information Technology (IT). Karyawan IT yang bekerja menunjukkan work engagement yang rendah, indikatornya adalah semangat, dedikasi dan kekhusyukan yang rendah terhadap pekerjaan. Partisipan diambil dari 72 karyawan IT yang terdiri dari developer dan support di PT. X. Teknik sampling menggunakan probability sampling. Pengambilan data dilakukan dengan cara menyebarkan kuesioner Utrecht Work Engagement Scale (UWES), Job-Demands Resources Questionnaire, dan NEO PI. Hasil penelitian menunjukkan bahwa job resources berelasi positif terhadap work engagement. Relasi positif antara job resources dan work engagement tidak berbeda antara partisipan yang memiliki conscientiousness tinggi dan partisipan yang memiliki conscientiousness rendah pada dimensi coaching dan opportunity for development. Namun peran conscientiousness sebagai moderator hubungan antara job resources dan work engagement terlihat pada dimensi feedback, social support dan autonomy. Keywords: work engagement, job resources, conscientiousness, moderator, karyawan IT

A job demands-resources approach to presenteeism

2016 ◽  
Vol 21 (4) ◽  
pp. 402-418 ◽  
Author(s):  
Alisha McGregor ◽  
Christopher A. Magee ◽  
Peter Caputi ◽  
Donald Iverson
Keyword(s):  
Social Support ◽  
Work Engagement ◽  
Family Conflict ◽  
Workplace Bullying ◽  
Time Pressure ◽  
Job Demands ◽  
Job Resources ◽  
Work Family Conflict ◽  
Content Type ◽  
Work Family

Purpose Utilising the job demands-resources (JD-R) model, the purpose of this paper is to examine how aspects of the psychosocial work environment (namely, job demands and resources) are associated with presenteeism, and in particular, whether they are indirectly related via burnout and work engagement. Design/methodology/approach A cross-sectional survey of 980 working Australians measured the relationships between job demands (i.e. workplace bullying, time pressure and work-family conflict), resources (i.e. leadership and social support), burnout, work engagement and presenteeism. Path analysis was used to test the proposed hypotheses whilst controlling for participant demographics (i.e. sex, age, work level, duration and education). Findings Higher job demands (workplace bullying, time pressure, and work-family conflict) and lower job resources (leadership only) were found to be indirectly related to presenteeism via increased burnout. While increased job resources (leadership and social support) were indirectly related to presenteeism via improved work engagement. Practical implications The findings are consistent with the JD-R model, and suggest that presenteeism may arise from the strain and burnout associated with overcoming excessive job demands as well as the reduced work engagement and higher burnout provoked by a lack of resources in the workplace. Intervention programmes could therefore focus on teaching employees how to better manage job demands as well as promoting the resources available at work as an innovative way to address the issue of rising presenteeism. Originality/value This study is important as it is one of the first to examine the theoretical underpinnings of the relationship between presenteeism and its antecedents.

scholarly journals The Job Demands-Resources model as predictor of work identity and work engagement: A comparative analysis

2011 ◽  
Vol 37 (2) ◽  
Author(s):  
Roslyn De Braine ◽  
Gert Roodt
Keyword(s):  
Work Engagement ◽  
Job Demands ◽  
Target Population ◽  
Job Resources ◽  
Work Identity ◽  
Utrecht Work Engagement Scale ◽  
Multiple Regression Models ◽  
Managerial Implications ◽  
Value Add ◽  
Shed Light

Orientation: Research shows that engaged employees experience high levels of energy and strong identification with their work, hence this study’s focus on work identity and dedication.Research purpose: This study explored possible differences in the Job Demands-Resources model (JD-R) as predictor of overall work engagement, dedication only and work-based identity, through comparative predictive analyses.Motivation for the study: This study may shed light on the dedication component of work engagement. Currently no literature indicates that the JD-R model has been used to predict work-based identity.Research design: A census-based survey was conducted amongst a target population of 23134 employees that yielded a sample of 2429 (a response rate of about 10.5%). The Job Demands- Resources scale (JDRS) was used to measure job demands and job resources. A work-based identity scale was developed for this study. Work engagement was studied with the Utrecht Work Engagement Scale (UWES). Factor and reliability analyses were conducted on the scales and general multiple regression models were used in the predictive analyses.Main findings: The JD-R model yielded a greater amount of variance in dedication than in work engagement. It, however, yielded the greatest amount of variance in work-based identity, with job resources being its strongest predictor.Practical/managerial implications: Identification and work engagement levels can be improved by managing job resources and demands.Contribution/value-add: This study builds on the literature of the JD-R model by showing that it can be used to predict work-based identity.

scholarly journals Pengaruh Modal Psikologis dan Totalitas Kerja terhadap Kesejahteraan Subjektif

2018 ◽  
Vol 2 (2) ◽  
pp. 107
Author(s):  
Dian Maulida ◽  
Abdul Rahman Shaleh
Keyword(s):  
Work Engagement ◽  
Self Efficacy ◽  
Psychological Capital ◽  
Sampling Technique ◽  
Well Being ◽  
Subjective Well Being ◽  
Probability Sampling ◽  
Utrecht Work Engagement Scale ◽  
Analysis Technique ◽  
Engagement Scale

<p><strong>Abstract:</strong> This research examined the effect of psychological capital and the totality of work on the subjective well-being of employees. This study involved 169 employees of PT X, a state-owned mining company in Jakarta. Sampling conducted using non-probability sampling with accidental sampling technique. The instruments used consisted Flourishing Scale and Scale for Positive and Negative Scales (SPANE) modified by Diener et al. (2009), Psychological Capital Questionnaire 12 (PCQ-12) from Luthans et al. (2007), Utrecht work engagement Scale (UWES-9) from Balducci, Fraccaroli, and Schaufeli (2010). Data analysis technique was multiple regression analysis. Based on the results of major hypothesis testing, the first conclusion obtained from this study is that there is a significant influence of psychological capital and work engagement on the subjective well-being of employees of PT X. Then, the results showed that four variables regression coefficient value was significant, that is; (1) self-efficacy; (2) spirit; (3) dedication; and (4) absorption while three other variables are not significant. All of these variables have a positive effect on employee’s subjective well-being.</p><p><strong>Abstrak:</strong> Penelitian ini dimaksudkan untuk menguji pengaruh modal psikologis dan totalitas kerja terhadap kesejahteraan subjektif karyawan. Penelitian ini melibatkan 169 karyawan PT X, BUMN dalam bidang pertambangan di Jakarta. Pengambilan sampel yang dilakukan menggunakan <em>non probability sampling </em>dengan teknik <em>accidental sampling</em>. Alat ukur yang digunakan terdiri atas <em>Flourishing Scale </em>(FS)<em> dan Scale of Positive and Negative Scale (SPANE) </em>yang dimodifikasi dari Diener et al. (2009), Psychological Capital Questionnaire 12 (PCQ-12) dari Luthans et al. (2007), <em>Utrecht work engagement Scale</em> (UWES-9) dari Balducci, Fraccaroli, and Schaufeli (2010). Teknik analisis data adalah analisis regresi berganda.Hasil uji hipotesis menunjukkan bahwa terdapat pengaruh yang signifikan modal psikologis dan totalitas kerja terhadap kesejahteraan subjektif karyawanPT X. Kemudian, hasil uji hipotesis menunjukkan bahwa terdapat empat dimensi yang nilai koefisien regresinya signifikan, yaitu: (1) <em>self-efficacy</em>; (2) semangat; (3) dedikasi; (4) keterlarutan, sementara 3 variabel lain tidak signifikan.</p>

scholarly journals An exploration of the prevalence and predictors of work-related well-being among psychosocial oncology professionals: An application of the job demands–resources model

2015 ◽  
Vol 14 (1) ◽  
pp. 33-41 ◽  
Author(s):  
Adrienne Turnell ◽  
Victoria Rasmussen ◽  
Phyllis Butow ◽  
Ilona Juraskova ◽  
Laura Kirsten ◽  
...  
Keyword(s):  
Work Engagement ◽  
Job Demands ◽  
Well Being ◽  
Psychosocial Oncology ◽  
Job Resources ◽  
Online Questionnaire ◽  
Work Related ◽  
Utrecht Work Engagement Scale ◽  
High Work ◽  
Job Demands And Resources

ABSTRACTObjective:Burnout is reportedly high among oncology healthcare workers. Psychosocial oncologists may be particularly vulnerable to burnout. However, their work engagement may also be high, counteracting stress in the workplace. This study aimed to document the prevalence of both burnout and work engagement, and the predictors of both, utilizing the job demands–resources (JD–R) model, within a sample of psychosocial oncologists.Method:Psychosocial-oncologist (N = 417) clinicians, recruited through 10 international and national psychosocial-oncology societies, completed an online questionnaire. Measures included demographic and work characteristics, burnout (the MBI–HSS Emotional Exhaustion (EE) and Depersonalization (DP) subscales), the Utrecht Work Engagement Scale, and measures of job demands and resources.Results:High EE and DP was reported by 20.2 and 6.6% of participants, respectively, while 95.3% reported average to high work engagement. Lower levels of job resources and higher levels of job demands predicted greater burnout, as predicted by the JD–R model, but the predicted interaction between these characteristics and burnout was not significant. Higher levels of job resources predicted higher levels of work engagement.Significance of results:Burnout was surprisingly low and work engagement high in this sample. Nonetheless, one in five psychosocial oncologists have high EE. Our results suggest that both the positive (resources) and negative (demands) aspects of this work environment have an on impact burnout and engagement, offering opportunities for intervention. Theories such as the JD–R model can be useful in guiding research in this area.

Social support and work engagement in police work

2019 ◽  
Vol 42 (6) ◽  
pp. 1022-1037
Author(s):  
Christine Wolter ◽  
Andreas Santa Maria ◽  
Burkhard Gusy ◽  
Tino Lesener ◽  
Dieter Kleiber ◽  
...  
Keyword(s):  
Social Support ◽  
Work Engagement ◽  
Police Officers ◽  
Self Efficacy ◽  
Job Demands ◽  
Police Work ◽  
Job Resources ◽  
Content Type ◽  
Motivational Process ◽  
The Relationship

Purpose Job resources are positively related to work engagement within the motivational process of the job demands–resources model (JD–R). Little is known about mediating mechanisms within that process. The purpose of this paper is to examine self-efficacy and work–privacy conflict as mediators of the relationship between social support and work engagement in a sample of police officers. Design/methodology/approach In total, 811 German police officers completed a cross-sectional online survey that assessed social support by supervisors and co-workers, work–privacy conflict, self-efficacy and work engagement. Structural equation modeling was conducted. Findings Self-efficacy and work–privacy conflict partially mediated the relationship between social support and work engagement. The direct effect of social support and work engagement was confirmed, too. Practical implications Health promotion approaches in police work should foster social support by supervisors and co-workers. Social support eases challenges of work–life balance and self-efficacy and promotes police officers’ work engagement. Originality/value The findings validate the motivational process of the JD-R model in a sample of police officers. Job resources and personal resources are interrelated in the prediction of work engagement. Moreover, job resources facilitate dealing with specific job demands, which promotes work engagement, too.

scholarly journals HUBUNGAN ANTARA JOB DEMANDS DENGAN WORK ENGAGEMENT: PERANAN FLEXIBLE LEADERSHIP SEBAGAI MODERATOR

2020 ◽  
Vol 4 (1) ◽  
pp. 175
Author(s):  
Felycia Klaviera Mulyana ◽  
P. Tommy Y.S. Suyasa ◽  
Raja Oloan Tumanggor
Keyword(s):  
Work Engagement ◽  
Group Performance ◽  
Leadership Behavior ◽  
Job Demands ◽  
Strong Relationship ◽  
Online Questionnaire ◽  
Work Overload ◽  
Utrecht Work Engagement Scale ◽  
Job Demand ◽  
Engagement Scale

This study aims to examine the role of flexible leadership as a moderator of job demand variables in predicting work engagement for employees at PT X Kab. Bogor. Job demands are referring to physical, psychological, social, or organizational aspects of a job that require continuous physical or psychological effort or ability and therefore are associated with certain physical and / or psychological costs. Work engagement is a positive, satisfying, motivational state of work-related welfare. Flexible leadership is the ability of a leader to adapt leadership styles and methods in responding to different or changing contextual demands by facilitating group performance. This research was carried out in medical representative participants by filling out an online questionnaire from google form (N = 46) with a measurement of job demands from Rothmann with the name JD-R Scale, a measure of work engagement from Bakker using the Utrecht Work Engagement Scale (UWES), and measuring instrument from Kaiser with the name flexible leadership Leadership Versatility Index (LVI). The results of modeling the relationship using SPSS Version 25 show that job demands (work overload) have a strong relationship with work engagement when moderated by high flexible leadership. This finding shows that the function of flexible leadership behavior functions as a moderator at the medical representative at PT. X Regional Bogor. Penelitian ini bertujuan untuk menguji peranan flexible leadership sebagai moderator dari variabel job demand dalam memprediksi work engagement pada karyawan di PT X Kab, Bogor. Job demands merujuk pada aspek-aspek fisik, psikologis, sosial, atau organisasi dari suatu pekerjaan yang membutuhkan usaha atau kemampuan secara fisik dan atau psikologis yang terus menerus dan oleh karena itu diasosiasikan dengan biaya fisik dan atau psikologis tertentu. Work engagement adalah keadaan yang positif, memuaskan, motivasi-motivasi dari kesejahteraan terkait pekerjaan. Flexible leadership ialah kemampuan seorang pemimpin dalam menyesuaikan gaya kepemimpinan dan metode dalam menanggapi tuntutan kontekstual yang berbeda atau berubah-ubah dengan cara memfasilitasi kinerja kelompok. Penelitian ini dilakukan pada partisipan medical representative dengan cara mengisi kuesioner online dari google form (N=46) dengan alat ukur job demands dari Rothmann dengan nama JD-R Scale, alat ukur work engagement dari Bakker menggunakan Utrecht Work Engagement Scale (UWES), dan alat ukur flexible leadership dari Kaiser dengan nama Leadership Versatility Index (LVI). Hasil pemodelan hubungan tersebut menggunakan SPSS Versi 25 menunjukkan bahwa job demands (work overload) memiliki hubungan kuat dengan work engagement ketika flexible leadership yang tinggi. Temuan ini menunjukkan bahwa fungsi perilaku flexible leadership berfungsi sebagai moderator pada medical representative di PT. X Kab. Bogor.

scholarly journals PENGARUH ORGANIZATIONAL COMMITMENT TERHADAP WORK ENGAGEMENT PADA PEKERJA DI BIDANG PENGEMBANGAN TEKNOLOGI INFORMASI

2020 ◽  
Vol 4 (2) ◽  
pp. 349
Author(s):  
Dian Bagus Mitreka Satata
Keyword(s):  
Information Technology ◽  
Organizational Commitment ◽  
Work Engagement ◽  
Technology Development ◽  
Sampling Technique ◽  
Purposive Sampling ◽  
Utrecht Work Engagement Scale ◽  
Regression Test ◽  
Information Technology Development ◽  
Engagement Scale

This study aims to examine the effect of organizational commitment toward work engagement on information technology development-based workers. Organizational commitment is an attitude of full loyalty, dedication, willingness, and interest shown by workers in an organization. Work engagement is a positive psychological condition that an individual has about the organization and the values in it. There were 32 subjects studied (84% male, 16% female) by purposive sampling technique. The instruments used were the Organizational Commitment Questionnaire (OCQ) and Utrecht Work Engagement Scale (UWES). Analysis using a linear regression test between variables. The results show that organizational commitment does not significantly influence the level of work engagement in workers in the field of information technology development.  Penelitian ini bertujuan untuk menguji pengaruh organizational commitment terhadap work engagement pada pekerja berbasis pengembangan teknologi informasi. Organizational commitment merupakan sikap penuh loyalitas, dedikasi, kerelaan, dan ketertarikan yang ditunjukkan oleh pekerja pada sebuah organisasi.  Work engagement merupakan kondisi psikologis seseorang secara positif yang dimiliki individu terhadap organisasi dan nilai-nilai di dalamnya. Terdapat 32 subjek (84% laki-laki, 16% perempuan) dengan teknik pengambilan sampel purposive sampling. Instrumen yang digunakan adalah Organizational Commitment Quistionnaire (OCQ) dan Utrecht Work Engagement Scale (UWES). Analisis dengan menggunakan uji regresi linear antar variabel. Hasil menunjukkan bahwa organizational commitment tidak berpengaruh signifikan terhadap tingkat work engagement pada pekerja di bidang pengembangan teknologi informasi.

scholarly journals What Millennials Want: How to Optimize Their Work

2018 ◽  
Vol 3 (1) ◽  
pp. 1
Author(s):  
Anandre Forastero ◽  
Bertina Sjabadhyni ◽  
Martina Dwi Mustika
Keyword(s):  
Employee Engagement ◽  
Work Engagement ◽  
Working Environment ◽  
Work Design ◽  
Job Autonomy ◽  
Probability Sampling ◽  
Utrecht Work Engagement Scale ◽  
Private And Public ◽  
Work Affect ◽  
Engagement Scale

<p><strong>Abstract:</strong> It is known that it is quite difficult for companies to create a working environment that suits the characters of the Millennials, who are now undoubtedly make up the largest proportion of the workforce. This study aims to understand how job autonomy and boredom at work affect Millennials’ work engagement. Using non-probability sampling methods, 320 Millennial employees (19–37 years old) from various organizations (private and public organization) in Indonesia agreed to participate in this study. They filled in a questionnaire that measured the Utrecht Work Engagement Scale (UWES-9), Work Design Questionnaire (WDQ); and Workplace Boredom Scale. Data were analyzed using mediation analysis; and the results showed that boredom at work plays a significant role in mediating the relationship between job autonomy and employee engagement in Millennial employees. To conclude, job autonomy positively affects boredom levels of Millennial employees and low levels of boredom results in a higher employee engagement level.</p><p><strong>Abstrak: </strong>Dapat dipahami bahwa perusahaan kesulitan menciptakan lingkungan kerja yang sesuai bagi karyawan-karyawannya, khususnya karyawan Generasi Milenial yang merupakan pemain utama dalam dunia kerja. Tujuan penelitian ini adalah untuk melihat peran dari variabel-variabel yang diduga dapat mem­pengaruhi keterikatan kerja karyawan Generasi Milenial, yaitu kemandirian kerja dan kebosanan bekerja<em>.</em> Menggunakan metode <em>non-probability sampling</em>, 320 karyawan Generasi Milenial (19-37 tahun) dari berbagai organisasi di Indonesia (organisasi swasta dan negeri) bersedia berpartisipasi dalam penelitian ini. Mereka mengisi beberapa kuesioner, antara lain <em>The Utrecht Work Engagement Scale</em> (UWES-9) <em>Work Design Questionnaire</em> dan <em>Workplace Boredom Scale</em>. Analisis data yang digunakan adalah analisis mediasi; dan hasilnya menunjukkan bahwa kebosanan bekerja berperan signifikan dalam memediasi hubungan kemandiran kerja dan keterikatan kerja pada karyawan Generasi Milenial. Dapat disimpulkan bahwa kemandirian kerja dapat mempengaruhi kebosanan Generasi Milenial dalam bekerja dan rendahnya tingkat kebosanan dalam bekerja tersebut dapat mempengaruhi keterikatan kerja yang dimiliki.</p>

Arbeitsengagement zur Messung von positiver beruflicher Beanspruchung im Lehrberuf – eine berufsübergreifende Validierung

2020 ◽  
pp. 1-16
Author(s):  
Anita Sandmeier ◽  
Debbie Mandel
Keyword(s):  
Work Engagement ◽  
Utrecht Work Engagement Scale ◽  
Deutschsprachige Version ◽  
Engagement Scale

Zusammenfassung. Die Forschung zu Beanspruchung im Lehrberuf ist nach wie vor stark auf negative Auswirkungen wie Stress, Erschöpfung und Burnout fokussiert. Um ein vollständiges Bild zu erhalten, müssen auch die positiven Aspekte von Beanspruchung analysiert werden. Dafür bietet sich ein Konstrukt an, das sich in der internationalen arbeits- und organisationspsychologischen Forschung in den vergangenen Jahren durchgesetzt und in verschiedenen Berufsfeldern und nationalen Kontexten bewährt hat: Arbeitsengagement, gemessen mit der Utrecht Work Engagement Scale (UWES). Der vorliegende Beitrag analysiert die deutschsprachige Version der 9-Item Version der UWES an einer Stichprobe von Lehrerinnen und Lehrern ( N = 162) im Vergleich mit Personen aus intellektuell-forschenden Berufen ( N = 195). Konfirmatorische Mehrgruppen-Faktoranalysen zeigten, dass die UWES-9 über beide Berufsgruppen hinweg messinvariant ist. Die latente Mittelwertsanalyse ergab, dass die Lehrerinnen und Lehrer in Bezug auf das Arbeitsengagement besser abschneiden als die Fachkräfte der anderen Gruppe. Dabei hängt das Arbeitsengagement in beiden Gruppen wie erwartet positiv mit affektivem organisationalem Commitment und negativ mit der Kündigungsabsicht zusammen, was die Validität der deutschen Version des Tests belegt. Vor dem Hintergrund dieser Erkenntnisse wird am Schluss des Beitrags das Potenzial des Konstrukts für die Erforschung der positiven Beanspruchung im Lehrberuf diskutiert.

Challenge Demands, Hindrance Demands, and Psychological Need Satisfaction

2015 ◽  
Vol 14 (2) ◽  
pp. 70-79 ◽  
Author(s):  
Simon L. Albrecht
Keyword(s):  
Work Engagement ◽  
Job Demands ◽  
Self Determination Theory ◽  
Structural Equations ◽  
Need Satisfaction ◽  
Self Determination ◽  
Job Resources ◽  
Mediating Effects ◽  
Psychological Need ◽  
Practical Implications

The job demands-resources (JD-R) model provides a well-validated account of how job resources and job demands influence work engagement, burnout, and their constituent dimensions. The present study aimed to extend previous research by including challenge demands not widely examined in the context of the JD-R. Furthermore, and extending self-determination theory, the research also aimed to investigate the potential mediating effects that employees’ need satisfaction as regards their need for autonomy, need for belongingness, need for competence, and need for achievement, as components of a higher order needs construct, may have on the relationships between job demands and engagement. Structural equations modeling across two independent samples generally supported the proposed relationships. Further research opportunities, practical implications, and study limitations are discussed.

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