scholarly journals PERAN KETERIKATAN KERJA SEBAGAI MEDIATOR EFIKASI DIRI DALAM MEMPREDIKSI INTENSI KERJA

2020 ◽  
Vol 4 (1) ◽  
pp. 165
Author(s):  
Kevin Djasa ◽  
P. Tommy Y.S. Suyasa ◽  
Bonar Hutapea
Keyword(s):  
Work Engagement ◽  
Turnover Intention ◽  
Self Efficacy ◽  
University Management ◽  
Spearman Rank ◽  
Correlational Research ◽  
Intentions To Quit ◽  
The University ◽  
The Relationship

Lecturers are considered important workforce for a university or in any highgrade education institutions. University X had experienced a decrease in educational manpower due to system changes which creates a significant problem towards the university management in fulfilling the needs and demands of lecturers that are needed to accommodate the large ammount of students that are increasing exponentially. To address this problem, the university need to encourage lecturers who had high intentions to quit to be involved more in their professional practices and believe in their skills as a lecturer in the field of teaching, researching and community service. The aim of this research is to understand the role of Work Engagement as a mediator of Self-efficacy in predicting Turnover Intention of lecturers working in a university. This research is an analytic correlational research which uses quantitative approach of Non-experimental method. Data regarding levels of self-efficacy, work engagement and turnover intention of participants are collected via questionnaire links. The number of participants in this research were 163 lecturers. Self-efficacy and work engagement within the lecturers are categorized as high, besides that turnover intention within the lecturers are categorized as medium. The hypothesis testing used the Spearman Rank with a 95% trust level. Results show that self efficacy is significant towards turnover intention (r=-0,408; p<0,000). Results also show thatself-efficacy is significant towards work engagemen t(r=0,617; p<0,000). Work engagement fully mediated the relationship between self-efficacy and turnover intention. Dosen merupakan tenaga kerja penting dalam sebuah institusi pendidikan tinggi atau universitas. Universitas X mengalami penurunan dalam aspek sumber daya dosen akibat pergantian sistem baru sehingga menimbulkan permasalahan bagipengelolauniversitas dalam memenuhi tuntutan jumlah dosen yang cukup untuk mengakomodasi jumlah mahasiswa yang semakin banyak. Dalam rangka mengatasi masalah tersebut, universitas harus berupaya melibatkan dosen yang memiliki intensi keluar yang tinggi untuk lebih melibatkan mereka dalam praktek profesi dan meningkatkan keyakinan kemampuan mereka dalam mengajar, melakukan penelitian dan pengabdian pada masyarakat. Tujuan penelitian ini adalah untuk mengetahui peran keterikatan kerja sebagai mediator efikasi diri dalam memprediksi intensi kerja pada dosen yang bekerja di universitas. Penelitian ini merupakan penelitian deskriptif analitik korelasi dengan menggunakan pendekatan kuantitatif dengan metode non-experimental. Data tingkat efikasi diri, keterikatan kerja dan intensi kerja responden dikumpulkan dengan link kuesioner. Subyek penelitian berjumlah 163 dosen yang bekerja di Universitas X. Rata-rata tingkat efikasi diri dan keterikatan kerja dosen dalam kategori tinggi, sementara rata-rata tingkat intensi kerja dosen dalam kategori sedang. Uji hipotesis untuk setiap variabel menggunakan Spearman Rank dengan tingkat kepercayaan 95%. Hasil penelitian menunjukkan terdapat hubungan yang signifikan antara efikasi diri dan intensi kerja (r = -0,408; p<0,000). Hasil penelitian juga menunjukkan terdapat hubungan yang signifikan antara efikasi diri dan keterikatan kerja (r = 0,617; p<0,000). Kerikatan kerja memiliki peran signifikan sebagai mediator sempurna antara efikasi diri dan intensi kerja.

Organizational identification and employees’ innovative behavior: the mediating role of work engagement and the moderating role of creative self-efficacy

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Guangning Zhang ◽  
Yingmei Wang
Keyword(s):  
Work Engagement ◽  
Organizational Identification ◽  
Self Efficacy ◽  
Innovative Behavior ◽  
Content Type ◽  
Mediating Role ◽  
Creative Self ◽  
The Relationship ◽  
Moderating Role

Purpose This study aims to investigate the effect of organizational identification to employees’ innovative behavior, the mediating role of work engagement and the moderating role of creative self-efficacy in the relationship between organizational identification and employees’ innovative behavior. Design/methodology/approach This study adopted questionnaires to gather data. The sample of 289 employees working in diverse organizations in China was applied to examine the hypotheses. Findings The results indicates that organizational identification is positively related to employees’ innovative behavior and work engagement mediates the relationship between organizational identification and employees’ innovative behavior. In addition, creative self-efficacy enhances the relationship of work engagement and employees’ innovative behavior. Originality/value This study builds a system from psychological aspect to behavior, which includes the effect of individual cognition to explain the mechanism of organizational identification on employees’ innovative behavior.

scholarly journals Role of Self-Efficacy in Learning English as a Second language: A Comparative Study among ESL Learners in Pakistan

2019 ◽  
Vol 12 (1) ◽  
pp. 1163-1167
Author(s):  
Muhammad Saleem Rana ◽  
Muhammad Irfan Rai ◽  
Muhammad Zubair ◽  
Noor Muzammil
Keyword(s):  
Second Language ◽  
Second Language Acquisition ◽  
Language Proficiency ◽  
Self Efficacy ◽  
Language Learner ◽  
Statistical Program ◽  
The University ◽  
Esl Learners ◽  
The Relationship

This article looks into the competence of second language acquisition investigating that how a language learner does learn English as a second language effectively by using his own abilities.Many studies have examined the function of Self-Efficacy in academic achievement, though as Pajares (2000) mentioned the relation of language achievement and Self-Efficacy has not been studied well and there has been small research in this regard. This made the researcher to investigate the relationship between Pakpattan ESL learners' language achievements and their Self-Efficacy. It also studies the variations of ESL learners’ Self-Efficacy and their majors. Besides, it explores the differences between ESL learners' majors and their language achievements. Population of this study was 200 ESL learners of The University of Lahore Pakpattan campus but 60 ESL learners from different departments of The University of Lahore Pakpattan campus selected for the sample of present study in order to measure ESL learners' language proficiency. Different types of tests applied for its measurement. A questionnaire was prepared and conducted. Computer statistical program SPSS XXII was used for statistics. Literature were reviewed and the work cited mentioned as well.

scholarly journals Entry barriers and “Glass Roof” in University Management in Colombia

2019 ◽  
Vol 35 (65) ◽  
pp. 18-30
Author(s):  
Cristian Bedoya Dorado ◽  
Mónica García-Solarte ◽  
Juan Sebastián Peña-Zúñiga ◽  
Steven Alejandro Piñeros Buriticá
Keyword(s):  
Higher Education ◽  
Social Role ◽  
Institutions Of Higher Education ◽  
University Management ◽  
Structured Interviews ◽  
The Social ◽  
Management Positions ◽  
The University ◽  
The Relationship

Management in the context of higher education has been characterized by the predominance of male participation, mainly in senior management positions. As a result, women’s low participation is mainly concentrated in lower management positions, and their chances of escalating hierarchical positions are mediated by various factors ranging from subjective to socially naturalized. The objective of this research is to analyze the barriers women face to enter and escalate positions in university management in Colombia. Under a qualitative design, 26 semi-structured interviews were applied to university managers from different institutions of higher education in Colombia. The transcripts were analyzed using discourse analysis through three categories: individual, internal, and external barriers of the university. It was found that women face entry and promotion barriers marked by experiences, and conditions of inequality and discrimination in a male-dominated context. These barriers are conditioned by personal elements, organizational culture, and the social role of women. In addition, women’s trajectories involve mediation between professional development and family life. The study reveals experiences that contribute to understanding the research phenomenon from the webbing of senses and meanings. It is posited that the “glass ceiling” is mediated by variables in the internal order, and by the relationship between universities and their context.

scholarly journals Searching for meaning: The mediating role of work engagement in the relationship between meaningful work and turnover intention of Millennials

2020 ◽  
Vol 5 (1) ◽  
pp. 15
Author(s):  
Ferdinan Leonardo Siahaan ◽  
Eka Gatari
Keyword(s):  
Work Engagement ◽  
Turnover Intention ◽  
Millennial Generation ◽  
Meaningful Work ◽  
Intention To Leave ◽  
Mediating Role ◽  
Utrecht Work Engagement Scale ◽  
Convenience Sampling ◽  
The Relationship

The highest trends in employee turnover in companies are found in the Millennial generation. This trend is expected to continue to increase every year. This study aims to see how meaningful work influences the intention to leave the company through the role of work engagement as a mediator in the Millennial Generation sample. This research was conducted on 446 Millennial generation employees from various types of companies using convenience sampling methods. The instruments used in this study were Work as Meaning Inventory, Utrecht Work Engagement Scale-9, and Turnover Intention Scale. Based on mediation analysis, work engagement significantly acts as a mediator of the relationship between meaningful work and the intention to leave the company among millennial workers. Hopefully, the findings of this study can provide information for organizations to promote meaningful work and work engagement to increase the willingness of Millennial Generation employees to stay longer in their companies or organizations today.

Relationships between job characteristics, work engagement, conscientiousness and managers’ turnover intentions

2018 ◽  
Vol 47 (2) ◽  
pp. 353-377 ◽  
Author(s):  
Upasna A. Agarwal ◽  
Vishal Gupta
Keyword(s):  
Work Engagement ◽  
Indirect Effects ◽  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Job Characteristics ◽  
Equation Modeling ◽  
Content Type ◽  
The Relationship

Purpose Integrating the job demands-resources theory and the conservation of resources theory, the purpose of this paper is to develop and test a moderated-mediation model examining the relationships between motivating job characteristics, work engagement, conscientiousness and managers’ turnover intentions. Design/methodology/approach Data were collected using a survey questionnaire from 1,302 managers working in eight Indian private sector organizations. Structural equation modeling and hierarchical regression analysis were used to test the hypothesized relationships between the study variables. Findings The study found evidence of the mediating role of work engagement for the relationship between motivating job characteristics and managers’ turnover intentions. Conscientiousness moderated the relationship between work engagement and turnover intention. The total and indirect effects of motivating job characteristics on turnover intention were moderated by conscientiousness. Research limitations/implications The study was cross-sectional, so inferences about causality are limited. Practical implications The findings of this study reaffirm the crucial role of job characteristics in influencing work engagement and turnover intention. By examining work engagement as a mediator for the job characteristics-turnover intention relationship, this study explores the process through which job characteristics are associated with turnover intention. The findings of the moderating influence of contentiousness on the relationship of direct and indirect effects of job characteristics suggests that individual personality can influence social exchanges as well as managerial attitudes and behaviors in multiple ways. Originality/value The study provides an insight into the underlying process through which job characteristics are related to managers’ turnover intentions. To the best of the authors’ knowledge, such a study is the first of its kind.

scholarly journals The Mediating Role of Perceived Stress in the Relationship of Self-Efficacy and Work Engagement in Nurses

2018 ◽  
Author(s):  
María del Carmen Pérez-Fuentes ◽  
María del Mar Molero Jurado ◽  
Ana Belén Barragán Martín ◽  
María del Mar Simón Márquez ◽  
África Martos Martínez ◽  
...  
Keyword(s):  
Perceived Stress ◽  
Work Engagement ◽  
Self Efficacy ◽  
Linear Regression Analysis ◽  
Multiple Mediation ◽  
Work Activity ◽  
Mediating Role ◽  
Stressful Environment ◽  
The Relationship

Positive Occupational Health Psychology (POHP) examines the mechanisms that promote workers&rsquo; health and wellbeing, in addition to risk factors arising from work activity. The aim of this study was to analyze the mediating role of perceived stress in the effect that self-efficacy has on engagement in nurses. The sample comprised 1777 currently working nurses. We administered the Utrecht Work Engagement Scale (UWES), the Perceived Stress Questionnaire and the General Self-Efficacy Scale. Following bivariate correlational analysis, multiple linear regression analysis, and simple and multiple mediation analysis the results showed Self-efficacy to be a powerful personal resource that positively predicts employees&rsquo; engagement, although the effect diminishes when there are mediating variables of stress. We found differences in the way the different aspects of stress mediated the relationship between Self-efficacy and the engagement dimensions. &ldquo;Energy&ndash;joy&rdquo; was the strongest mediating variable for all of the engagement dimensions, and this, together with &ldquo;harassment&ndash;social acceptance&rdquo; dampened the effect of Self-efficacy on vigor and dedication, whereas &ldquo;Overload&rdquo; was only a mediator for dedication. Because nurses work in a stressful environment, risk factor arising from work activity, hospital management should design interventions to enhance their workers&rsquo; personal resources and improve personal and organizational wellbeing.

scholarly journals Self-Efficacy as a function of Work Engagement with the mediating role of Organizational Trust in Higher Educational Institutions.

2021 ◽  
Vol 3 (2) ◽  
pp. 185-199
Author(s):  
Muhammad Adnan ◽  
Ather Ummad Khan ◽  
Raisham Hayee
Keyword(s):  
Work Engagement ◽  
Self Efficacy ◽  
Organizational Trust ◽  
The Self ◽  
Educational Institutions ◽  
Future Research ◽  
Higher Educational Institutions ◽  
Mediating Role ◽  
The Relationship

Purpose: The purpose of this paper is to find out the impact of the self-efficacy on work engagement in the employees working in the organization especially on the educationists (teachers and professors) working in the educational institutions of Southern Punjab, Pakistan. Methodology/Design: The paper focuses on the survey with a questionnaire containing 30 questions with 7-point Likert Scale ranging from 1.0 (Strongly Disagree) to 7.0 (Strongly Agree) inculcating all three variables (self-efficacy, organizational trust and work engagement). The sample population was obtained from the Southern Punjab including the teachers and professors working in the public as well as private sector institutions. Quantitative data was analyzed through Pearson Correlation and Multiple Linear Regression. Findings: The study finds the institutions pertaining to the higher education especially in South Punjab, Pakistan must focus on imparting self-efficacy within the employees to have high performance and growth.  Limitations/Future Research: The study was based on a single research approach for investigation i.e., quantitative which may affect the investigation’s outcomes. Furthermore, the findings of current study are cross-sectional. Future study may entail longitudinal study for investigating the relationship between self-efficacy and work engagement. Moreover, the study has been conducted with one mediator – organizational trust. Future research may go with more or other mediators like working conditions, employees’ motivations, goal progress. Practical Implications: The authors discuss the importance of the self-efficacy in the employees in order to enhance the work engagement within them through building the organizational trust. Originality/Value: This study is fist of its kind that discusses the relationship between self-efficacy as well as the work engagement with a mediating role of organizational trust. The paper highlights the importance of the self-efficacy while employees exert their efforts to achieve their objectives enthusiastically due to the trust they have in the organizations.  Keywords: Self-Efficacy, Work Engagement, Organizational Trust, Educationists, Higher Educational Institutions, Southern Punjab

scholarly journals The Mediating Role of Perceived Stress in the Relationship of Self-Efficacy and Work Engagement in Nurses

2018 ◽  
Vol 8 (1) ◽  
pp. 10 ◽  
Author(s):  
María Pérez-Fuentes ◽  
María Molero Jurado ◽  
Ana Barragán Martín ◽  
María Simón Márquez ◽  
África Martos Martínez ◽  
...  
Keyword(s):  
Risk Factors ◽  
Perceived Stress ◽  
Work Engagement ◽  
Self Efficacy ◽  
Linear Regression Analysis ◽  
Work Activity ◽  
Mediating Role ◽  
Stressful Environment ◽  
The Relationship

Positive occupational health psychology (POHP) examines the mechanisms that promote the health and wellbeing of workers, in addition to the risk factors arising from work activity. The aim of this study was to analyse the mediating role of perceived stress in the effect that self-efficacy has on engagement in nurses. The sample was comprised of 1777 currently working nurses. We administered the Utrecht Work Engagement Scale (UWES), the Perceived Stress Questionnaire and the General Self-Efficacy Scale. Following bivariate correlational analysis, multiple linear regression analysis and simple and multiple mediation analysis, the results showed self-efficacy to be a powerful personal resource that positively predicts employee engagement, although the effect diminishes when there are mediating variables of stress. We found differences in the way the different aspects of stress mediated the relationship between self-efficacy and the engagement dimensions. “Energy–joy” was the strongest mediating variable for all of the engagement dimensions and this, together with “harassment–social acceptance” dampened the effect of self-efficacy on vigour and dedication, whereas “Overload” was only a mediator for dedication. As nurses work in a stressful environment, risk factors arise from work activity, so hospital management should design interventions to enhance their workers’ personal resources and improve personal and organizational wellbeing.

Sign in / Sign up

Export Citation Format

Share Document