scholarly journals PERCEIVED ORGANIZATIONAL SUPPORT EFFECT, REWARDS ANDRECOGNITION, AND SPIRITUALITY ON EMPLOYEE ENGAGEMENT

2019 ◽  
Vol 15 (2) ◽  
pp. 147
Author(s):  
Frinlicia Frinlicia ◽  
B Medina Nilasari
Keyword(s):  
Employee Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Support Effect ◽  
Self Report ◽  
Hypotheses Testing ◽  
Survey Questionnaire ◽  
Report Data ◽  
Self Report Data ◽  
The Relationship

<p><em>The problems of this research were to examine the influence of perceived organizational support, rewards and recognition and spirituality on employee engagement.. The objectives of this research were to examine whether: (1) perceived organizational support affect employee engagement; (2) rewards and recognition affect employee engagement; (3) spirituality affect employee engagement and (4) perceived organizational support, rewards and recognition and spirituality affect employee engagement. The methodology of this research was a statistical descriptive and hypotheses testing to study the relationship. A survey questionnaire was developed and validated. Purposive sampling was used to select the sample. A total 167 questionnaire were distributed and 167 valid responses collected. Regression analysis was used to predict and estimate the relationship. The result from this study indicate that perceived organizational support, rewards and recognition and spirituality has a positive and significant effect on employee engagement.  Research limitation in this research was that this study was used self-report data so the responses provided may be less objective and this study was weak generalization because the data collected limited on the sample of millennials generation of PT Bank Central Asia, Tbk</em></p>

Examining the relationship between community mobility and participation using GPS and self-report data

2020 ◽  
Vol 265 ◽  
pp. 113539
Author(s):  
Eugene Brusilovskiy ◽  
Louis A. Klein ◽  
Greg Townley ◽  
Gretchen Snethen ◽  
Bryan McCormick ◽  
...  
Keyword(s):  
Self Report ◽  
Community Mobility ◽  
Report Data ◽  
Self Report Data ◽  
The Relationship

The Relationship between Spouse abuse and Subjective Job-related Variables in a Sample of Employed Women

1993 ◽  
Vol 23 (3) ◽  
pp. 145-148 ◽  
Author(s):  
Karen Ortlepp ◽  
Nokuphila Doreen Nkosi
Keyword(s):  
Spouse Abuse ◽  
Self Report ◽  
Cross Sectional ◽  
Work Related ◽  
Correlational Design ◽  
Employed Women ◽  
Report Data ◽  
Self Report Data ◽  
The Relationship ◽  
Practical Implications

The aim of the present study was to investigate the relationship between spouse abuse, both physical and nonphysical, and the subjective work-related variables of job satisfaction and job involvement in employed women. Given the exploratory nature of the study, a cross-sectional, correlational design was adopted. Self-report data was collected from 65 African nurses working in a private nursing consultancy in the Johannesburg area. Pearson product-moment correlations were computed. The results indicated that there is a significant inverse relationship between spouse abuse and the subjective job-related variables focused on in this study. Theoretical and practical implications are discussed in terms of these findings.

scholarly journals The Relationship between Employee Engagement, HRM practices and Perceived Organizational Support: Evidence from Banking Employees

2017 ◽  
Vol 7 (3) ◽  
pp. 1 ◽  
Author(s):  
Alima Aktar ◽  
Faizuniah Pangil
Keyword(s):  
Employee Engagement ◽  
Social Exchange ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Future Research ◽  
Cluster Sampling ◽  
Hrm Practices ◽  
The Relationship

The purpose of this study is to investigate the relationship between HRM practices and employee engagement. Although employee engagement has got a great attention among the industry practitioners in recent times, it requires more considerations particularly in the academic literature. Based on the norms of social exchange theory (SET), this study has developed the framework to examine the role of perceived organizational support (POS) on HRM practices-employee engagement linkage. Survey data has been collected from employees who are working in different private commercial banks in Bangladesh. This study has used a sample of 376 employees using cluster sampling technique. To analyze the data, this study has employed SmartPLS 3.0 version software. The results of structural equation modeling revealed that HRM practices namely career advancement, job security and performance were significantly and positively related to employee engagement. The results also showed that POS can moderate the relationship between HRM practices and employee engagement. It suggests that in the presence of POS, relatively low level of employees’ perceptions regarding job related resources will exert a high level of employees’ behavioral outcomes such as engagement. The implications and suggestions for future research have also been discussed.

scholarly journals Effective Human Resources Practice and Employee Engagement: The Mediating Roles of Organizational Support

2020 ◽  
Vol 5 (1) ◽  
pp. 74-83
Author(s):  
Romat Saragih ◽  
Arif Partono Prasetio
Keyword(s):  
Human Resources ◽  
Employee Engagement ◽  
Human Resource ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Jel Classification ◽  
Human Resource Practice ◽  
Telecommunication Company ◽  
The Impact ◽  
The Relationship

Objective - Telecommunication companies need their people to engage in their activities to achieve organizational goals. So, employee engagement became a crucial aspect of a company that struggles to win the competition. Some literature shows that human resource practice affects employee engagement. The present study examines the impact of perceived organizational support as a mediator on the relationship. Methodology/Technique - Data were collected from a branch office of the biggest telecommunication company in Bandung during May 2019. The questionnaires were distributed through the human resources department for four weeks. We analyze 112 valid responses by using SPSS and Macro Process. Findings - By conducting regression with bootstrapping we found that perceived organizational support mediates the relationship between effective human resources practice and employee engagement. The result suggests that a telecommunication company should practice good human resources practice including proper recruitment, training & development, reward, career advancement, and employee relation so that the employees can perceive its support and increase their engagement. Novelty – This finding provides the implication that good management of human resources practice and perceived organizational support can increase employee engagement. Type of Paper - Empirical Keywords: Employee Engagement, Human Resource Practice, Perceived Organizational Support. JEL Classification: M12, M19

Why the availability of telecommuting matters

2017 ◽  
Vol 22 (2) ◽  
pp. 200-219 ◽  
Author(s):  
Aline D. Masuda ◽  
Claudia Holtschlag ◽  
Jessica M. Nicklin
Keyword(s):  
Employee Engagement ◽  
Self Report ◽  
Conservation Of Resources ◽  
Multiple Mediation ◽  
Goal Progress ◽  
Content Type ◽  
Explanatory Variables ◽  
Three Phase ◽  
Report Data ◽  
Self Report Data

Purpose In line with conservation of resources theory and signaling theory, the purpose of this paper is to conceptualize and test a multiple mediation model in which telecommuting affects engagement via perceived supervisor goal support and goal progress. Design/methodology/approach A three-phase longitudinal study carried out over ten months was used to test the hypotheses. Findings Individuals who worked in organizations that offer telecommuting were more engaged than those who worked in organizations that did not offer telecommuting. Furthermore, telecommuting availability was not only directly but also indirectly related to engagement via perceived supervisor goal support and goal progress. Engagement in general decreased over time. However, individuals who attained their personal work goals were able to maintain high levels of engagement. Research limitations/implications Giving employees the option to telecommute could increase employee engagement. This study is correlational in nature and relied on self-report data. Originality/value This is the first study examining the effects of telecommuting on engagement over a period of ten months. It is also the first study to use perceived supervisor goal support and goal progress as explanatory variables to the teleworking and engagement relationship.

A Comparative Analysis of Self-Report and Psychophysiological Measures of Emotion in the Context of Tourism Advertising

2017 ◽  
Vol 57 (8) ◽  
pp. 1078-1092 ◽  
Author(s):  
Shanshi Li ◽  
Gabby Walters ◽  
Jan Packer ◽  
Noel Scott
Keyword(s):  
Measurement Techniques ◽  
Emotional Responses ◽  
Self Report ◽  
Advertising Effectiveness ◽  
Reliable Measurement ◽  
Psychophysiological Measures ◽  
Tourism Advertising ◽  
Report Data ◽  
Self Report Data ◽  
The Relationship

This study investigates the influence of emotional responses evoked by destination television advertisements on three common variables of interest when assessing tourism advertising effectiveness: attitude toward the advertisement, postexposure destination attitude and visit intention. In particular, this study used a combination of self-report and psychophysiological measures of emotion and explored the consistency between these two measurement techniques. A total of 101 participants were exposed to 18 existing destination commercials while their real-time psychophysiological responses and self-report data were collected. The results show that the influence of ad-evoked emotions on tourism advertising effectiveness varied according to the way emotion was measured. The effects of pleasure on tourism advertising effectiveness were much weaker when pleasure was measured physiologically than when self-report measures were used. Physiological arousal, however, was not found to be a significant indicator of advertising effectiveness. The results highlight the importance of valid and reliable measurement of emotion and raise concern over the possible overestimation of the relationship between self-reported emotional responses and advertising effectiveness.

Self-Reported Smoking and Measurement of Expired Air Carbon Monoxide in a Clinical Treatment

1998 ◽  
Vol 83 (1) ◽  
pp. 316-318 ◽  
Author(s):  
Elisardo Becoña ◽  
Fernando L. Vazquez
Keyword(s):  
Carbon Monoxide ◽  
Self Report ◽  
Behavioral Program ◽  
End Of Treatment ◽  
Self Reports ◽  
Close Relationship ◽  
Report Data ◽  
Self Report Data ◽  
The Relationship ◽  
Expired Air

In this study was evaluated the relationship between self-reported smoking rate and expired air carbon monoxide in 208 smokers who had attended a behavioral program for smoking cessation. A close relationship between carbon monoxide levels and self-reports was found at the end of treatment and in all follow-ups (6 and 12 mo.), around 100% concordance. Thus, support was found for the use of an expired air carbon monoxide measure as a valid and easy way of corroborating self-report data when required.

scholarly journals THE INFLUENCE OF ORGANIZATIONAL CULTURE AND PERCEIVED ORGANIZATIONAL SUPPORT ON EMPLOYEE ENGAGEMENT WITH ORGANIZATIONAL COMMITMENT AS A MEDIATOR

2021 ◽  
Vol 19 (1) ◽  
pp. 340-361
Author(s):  
Hanna Amanda ◽  
Pantius Drahen Soeling
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Employee Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Positive Influence ◽  
Partial Least Square ◽  
Least Square ◽  
Positive Direct ◽  
The Relationship

The focus of this research is how to improve employee engagement at the PT.X head office by examining the relationship between organizational culture and organizational perceptions of employee engagement with organizational commitment as a mediator. This research uses quantitative approach, which is a study that aims to explain a cause of the occurrence of social phenomena, which the phenomenon will be explained by conducting an objective measurement. Primary data collection through the dissemination of questionnaires to 74 respondents. Data analysis using the partial least square equation model or can be known as SEM-PLS. Based on the results of research that has been found, it can be concluded that organizational culture variable does not give a significant direct positive influence on employee engagement, whereas when viewed on variables perceived organizational support and organizational commitment, these two variables have a significant positive direct affect on employee engagement. If the direct influence relationship between organizational culture and employee engagement does not have a significant influence, but when the variable is mediated by organizational commitment, then the results state that there is a significant positive influence relationship between the two variables.  This shows that the organization's commitment to succeed has a significant role in mediating the relationship between organizational culture and employee engagement.

Examining the Curvilinear Relationship Between Income and Job and Pay Satisfaction

2016 ◽  
Vol 15 (4) ◽  
pp. 164-173 ◽  
Author(s):  
Kelsey N. Parker ◽  
Bradley J. Brummel
Keyword(s):  
Job Satisfaction ◽  
Self Report ◽  
Curvilinear Relationship ◽  
Pay Satisfaction ◽  
Working Adults ◽  
The Us ◽  
Report Data ◽  
Self Report Data ◽  
Curvilinear Relationships ◽  
The Relationship

Abstract. Previous research has shown that income is related to both job satisfaction and pay satisfaction. However, this research has assumed that these relationships are linear. The current study investigated whether the relationship between income and job and pay satisfaction might be better understood using curvilinear models. Self-report data was obtained from 25,465 working adults in the US using a company rating web site, www.careerbliss.com . Results indicated that the relationship between income and job satisfaction was linear. However, income and pay satisfaction were found to have a significant curvilinear relationship such that people began reporting decreased pay satisfaction above income levels of $260,000. Additionally, supplementary analyses demonstrated that other facets of job satisfaction also had significant curvilinear relationships with income.

Perceived Organizational Support and Intention to Stay: The Mediating Effect of Employee Engagement

2021 ◽  
pp. 231971452110425
Author(s):  
Meenakshi Nargotra ◽  
Rajani Kumari Sarangal
Keyword(s):  
Employee Engagement ◽  
Social Exchange ◽  
Organizational Support ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Perceived Organizational Support ◽  
Positive Influence ◽  
Mediating Effect ◽  
Intention To Stay ◽  
The Relationship

The present study intends to investigate the influence of perceived organizational support (POS) on employee intention to stay (ITS) in an organization. Further, study examines the mediating role of employee engagement (EE) on the relationship between perceived organizational support (POS) and employee intention to stay (ITS). Data has been collected from 323 employees working in three major private telecom companies, namely, Airtel Limited, Vodafone–Idea Limited and Reliance Jio Infocomm Limited operating in J&K (UT). Data has been scrutinized using structural equation modelling (SEM). Findings of the study indicates that POS has a significant positive influence on ITS and EE, partially mediates the relationship between POS and ITS. The study has significant implications for managers as well as practitioners. First, it contributes to social exchange theory by understanding employees’ perception about organizational support on their intention to stay via engagement. Second, it encourages managers to cultivate an environment of support in order to engage the employees because only the engaged employees show intense desire to stay with their organization. It is the first study that examines the indirect impact of POS on ITS via EE.

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