scholarly journals Analisis Pengaruh Work Engagement sebagai Mediator antara Job Resources dan Kepemimpinan Tranformasional terhadap Organizational Commitment dan Job Performance di Lembaga Pendidikan Indonesia Amerika

2018 ◽  
Vol 14 (3) ◽  
pp. 171-192
Author(s):  
Oudrey Jefany
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Work Engagement ◽  
Job Resources

Artikel ini membahas tentang pengaruh work engagement sebagai mediator antara job resources dan kepemimpinan transformasional dengan organizational commitment dan job performance. Penelitian dilakukan pada 80 karyawan tetap di salah satu lembaga pendidikan nonformal yang tersebar di DKI Jakarta, Jawa Barat, Jawa Tengah dan Jawa Timur dengan menggunakan metode regresi linear berganda. Hasil penelitian menunjukan bahwa work engagement berpengaruh positif sebagai mediator untuk hubungan antara job resources dan kepemimpinan transformasional terhadap organizational commitment dan job resources. Total effects yang paling besar ditemukan pada hubungan antara kepemimpinan transformasional terhadap organizational commitment dengan melalui work engagement sebagai mediator.

scholarly journals Impact of BYOD on organizational commitment: an empirical investigation

2019 ◽  
Vol 32 (2) ◽  
pp. 246-268 ◽  
Author(s):  
Melina Seedoyal Doargajudhur ◽  
Peter Dell
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Performance ◽  
Job Demands ◽  
Well Being ◽  
Job Resources ◽  
Job Autonomy ◽  
Self Assessment ◽  
Content Type ◽  
Perceived Workload

PurposeBring your own device (BYOD) refers to employees utilizing their personal mobile devices to perform work tasks. Drawing on the job demands-resources (JD-R) model and the task-technology fit (TTF) model, the purpose of this paper is to develop a model that explains how BYOD affects employee well-being (through job satisfaction), job performance self-assessment, and organizational commitment through perceived job autonomy, perceived workload and TTF.Design/methodology/approachSurvey data from 400 full-time employees in different industry sectors in Mauritius were used to test a model containing 13 hypotheses using confirmatory factor analysis and structural equation modeling.FindingsThe SEM results support the hypothesized model. Findings indicate that BYOD indirectly affects job satisfaction, job performance and organizational commitment via job demands (perceived workload), job resources (perceived job autonomy) and TTF. Further, job resources influences job demands while TTF predicted job performance. Finally, job satisfaction and job performance self-assessment appear to be significant determinants of organizational commitment.Practical implicationsThe findings are congruent with the JD-R and TTF models, and confirm that BYOD has an impact on job satisfaction, job performance self-assessment and organizational commitment. This could inform organizations’ policies and practices relating to BYOD, leading to improved employee well-being, performance and higher commitment.Originality/valueThe expanded model developed in this study explains how employee well-being, performance and organizational commitment are affected by BYOD, and is one of the first studies to investigate these relationships.

Effects of job resources factors on nurses job performance (mediating role of work engagement)

2018 ◽  
Vol 31 (8) ◽  
pp. 1000-1013 ◽  
Author(s):  
Muhammad Awais Bhatti ◽  
Norazuwa Mat ◽  
Ariff Syah Juhari
Keyword(s):  
Decision Making ◽  
Job Performance ◽  
Work Engagement ◽  
Factor Model ◽  
Job Characteristics ◽  
Job Security ◽  
Job Resources ◽  
Content Type ◽  
Worker Support ◽  
Participation In Decision Making

Purpose The purpose of this paper is to examine the mediating role of work engagement (vigor and dedication) between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and job performance (task and contextual) rated by the supervisor. Design/methodology/approach A sample of 364 nurses and their supervisors was used. Structural equation modeling with Amos 17 was used to obtain a model fit with path significance of work engagement as the mediator between job resources and job performance. Findings The results found support for the proposed conceptual claim and confirm that work engagement with a two-factor model (vigor and dedication) mediates the relationship between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and with a multidimensional construct of job performance (task and contextual performance) rated by the supervisor. Practical implications The findings of this research will help human resource managers and professionals to further develop the working environment, provide job security and opportunities for employees to participate in decision making in a way that enhances employee work engagement, which, ultimately, improves employee job performance. Originality/value Past studies have not previously tested the two-factor model of work engagement (vigor and dedication) as the mediating variable between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and job performance rated by the supervisor.

Leader-member exchange, work engagement, and job performance

2015 ◽  
Vol 30 (7) ◽  
pp. 754-770 ◽  
Author(s):  
Kimberley Breevaart ◽  
Arnold B. Bakker ◽  
Evangelia Demerouti ◽  
Machteld van den Heuvel
Keyword(s):  
Social Support ◽  
Job Performance ◽  
Work Environment ◽  
Work Engagement ◽  
Job Resources ◽  
Equation Modeling ◽  
Leader Member Exchange ◽  
Content Type ◽  
Member Exchange ◽  
Developmental Opportunities

Purpose – The purpose of this paper is to examine the process through which leader-member exchange (LMX) is related to followers’ job performance. Integrating the literature on LMX theory and resource theories, the authors hypothesized that the positive relationship between LMX and employee job performance is sequentially mediated by job resources (autonomy, developmental opportunities, and social support) and employee work engagement. Design/methodology/approach – In total, 847 Dutch police officers filled out an online questionnaire. Multilevel structural equation modeling was used to test the hypothesized relationships and to account for the nesting of employees in teams. Findings – Employees in high-quality LMX relationships work in a more resourceful work environment (i.e. report more developmental opportunities and social support, but not more autonomy). This resourceful work environment, in turn, facilitates work engagement and job performance. Research limitations/implications – Because of the research design, it is difficult to draw conclusions about causality. Future research may test the newly proposed relationship using a longitudinal or daily diary design. Practical implications – This study emphasizes the value of high-LMX relationships for building a resourceful environment. In turn, this resourceful environment has important implications for employees’ work engagement and job performance. Originality/value – This study examines LMX as a more distal predictor of employee job performance and examines a sequential underlying mechanism to explain this relationship. Furthermore, this paper explicitly examined job resources as a mediator in the relationship between LMX and employee job performance.

scholarly journals Effect of Demography Factor and Employee Engagement to Organizational Commitment

ANALITIKA ◽  
2018 ◽  
Vol 10 (1) ◽  
pp. 54
Author(s):  
Nida Hasanati
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Organizational Behavior ◽  
Employee Engagement ◽  
Organizational Citizenship ◽  
Work Engagement ◽  
Analytical Technique ◽  
Utrecht Work Engagement Scale ◽  
Bank Employees ◽  
Turn Over

<p align="center">Organizational Commitment is important topic  of organizational behavior, as it can affect job satisfaction, organizational citizenship,  turn over, and job performance  . The purpose of this study is to examine the effect of demographic factors (gender,years of experience ) and employee engagement  to organizational commitment . This study used  bank employees as many as 200 people, research instrumentuse Organizational Commitment Questionnaire (OCQ) and Utrecht Work Engagement Scale (UWES-17). Analytical technique is use multiple regression and T- test. The result of analysis shows that demography factor and employee engagement simultaneously effect organizational commitment, besides it found that  between male and female organizational commitment employees is not different.</p>

scholarly journals Psychosocial Safety Climate, Job Resources, Work Engagement and Organizational Commitment: A study in Malaysian Research Universities

2021 ◽  
Vol 7 (2) ◽  
pp. 179-182
Author(s):  
Kia Hui Gan ◽  
Daisy Mui Hung Kee
Keyword(s):  
Organizational Commitment ◽  
Work Engagement ◽  
Research Universities ◽  
Safety Climate ◽  
Current Trend ◽  
Job Resources ◽  
Teaching Online ◽  
Work From Home ◽  
Indirect Relationship ◽  
Malaysian Government

Work from home is the current trend, especially happen the COVID–19. Malaysian government to slow down the spread of the Covid-19. Hence, they took an immediate change. When the Malaysian government announced and applied the nationwide Restriction of Movement Order (MCO), all lecturers force to conduct their teaching online. When preparing an online class, lecturers face a bundle of challenges. This challenge will be affected by the lecturers’ work engagement and commitment. Therefore, this paper will show the importance of applying Psychosocial Safety Climate (PSC) in the Malaysian RUs. Besides, job resources will act as a mediator in the present study as well. Moreover, this current study determined that job resources have a notable indirect relationship between PSC, work engagement and organizational commitment, through the mediator – job resources. The study outcomes will be beneficial for the policymaker and enhance the lecturers’ engagement and commitment.

scholarly journals How Do Organizational Commitment and Work Engagement Mediate Between Human Resource Management Practices and Job Performance?

2021 ◽  
Vol 7 (3) ◽  
pp. 465-474
Author(s):  
Quaisar Ijaz Khan ◽  
Raheel Mumtaz ◽  
Muhammad Farooq Rehan
Keyword(s):  
Organizational Commitment ◽  
Resource Management ◽  
Public Sector ◽  
Job Performance ◽  
Human Resource Management ◽  
Human Resource ◽  
Work Engagement ◽  
Management Practices ◽  
Equation Modeling ◽  
Human Resource Management Practices

The main goal of this study is to empirically determine the mediating roles of organizational commitment and work engagement between the relationship of human resource management practices and job performance of the faculty members working in public sector universities of Pakistan. Data were obtained by self-administrated questionnaire. This study used stratified random sampling. Structural Equation Modeling (SEM) has been applied by using SMART PLS registered version 3; to test the statistical model. The study found that work engagement and affective organizational commitment has partially mediating relationship with human resource management practices and job performance. Social Exchange Theory used as under pinning theory to develop theoretical model. Data were collected from 247 faculty member working in public sector universities of Pakistan.

scholarly journals Job Crafting as a Mediator between Work Engagement and Wellbeing Outcomes: A Time-Lagged Study

2019 ◽  
Vol 16 (8) ◽  
pp. 1376 ◽  
Author(s):  
Enrique Robledo ◽  
Salvatore Zappalà ◽  
Gabriela Topa
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Work Engagement ◽  
Job Crafting ◽  
Job Resources ◽  
Mediating Role ◽  
Time Lagged ◽  
The Relationship ◽  
Positive Effect

This time-lagged study, using the framework of the JD-R model, tested the mediating role of job crafting measuring: at T1, work engagement, workaholism and emotional exhaustion; at T2, job crafting; and, at T3, flourishing, job performance and job satisfaction. Respondents were 443 Spanish employees working in different companies. Results show that job crafting mediates the relationship between work engagement and some of its outcomes (job performance and flourishing). In particular, the job crafting component ‘increasing structural job resources’ mediates the positive effect of work engagement on flourishing and job performance, and the job crafting component ‘increasing challenging demands’ mediates the positive effect of work engagement on job performance. No job crafting mediation is found between work engagement and job satisfaction.

Psychosocial safety climate, work engagement and organizational commitment in Malaysian research universities: the mediating role of job resources

foresight ◽  
2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Kia Hui Gan ◽  
Daisy Mui Hung Kee
Keyword(s):  
Organizational Commitment ◽  
Work Engagement ◽  
Research Universities ◽  
Safety Climate ◽  
Sampling Technique ◽  
Job Resources ◽  
Future Research ◽  
Full Time ◽  
Cross Sectional ◽  
Content Type

Purpose The current study is an examination of the effects of psychosocial safety climate on work engagement, organisational commitment and to mediate job resources in Malaysian research universities (RUs) during pandemic. Design/methodology/approach The population of this study consisted of full-time lecturers who work in Malaysian RUs at least a year. A sampling technique was used to select the respondents for this study. A total of 1,000 questionnaires were administered to respondents from 5 Malaysian RUs with 484 usable questionnaires were returned, giving a response rate of 48.4%. Findings The present study’s objective is to examine psychosocial safety climate’s (PSC) effect, job resources on work engagement and organizational commitment. The study also aims to test the mediating roles of job resources on PSC’s relationship, work engagement and organizational commitment. It is interesting to note that the relationship between PSC and work engagement was not significant. Research limitations/implications Although the present study had contributed to the existing literature, the present study’s result cannot be generalized. Suggestions for future research include an attempt to conduct a study over three-time points that looks at both the employee’s perspective, managerial perspective and organizational perspective within the workplace. All correlation and cross-sectional studies identified the need for a comprehensive three-wave study to examine the model’s longitudinal effects accurately. Practical implications The finding shown that university is suggested to apply higher PSC to allow their management discover more ways to increase the adequate job resources to support lecturers in RUs and in improving their work engagement and organizational commitment. Originality/value The integration of PSC in academicians of Malaysian RUs provides a novel perspective.

Daily Fluctuations in Work Engagement

2014 ◽  
Vol 19 (4) ◽  
pp. 227-236 ◽  
Author(s):  
Arnold B. Bakker
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Research Evidence ◽  
Organizational Outcomes ◽  
Reciprocal Relationship ◽  
Proactive Behavior ◽  
Negative Events ◽  
Daily Work ◽  
Work Pressure ◽  
Diary Research

This article presents an overview of the literature on daily fluctuations in work engagement. Daily work engagement is a state of vigor, dedication, and absorption that is predictive of important organizational outcomes, including job performance. After briefly discussing enduring work engagement, the advantages of diary research are discussed, as well as the concept and measurement of daily work engagement. The research evidence shows that fluctuations in work engagement are a function of the changes in daily job and personal resources. Particularly on the days that employees have access to many resources, they are able to cope well with their daily job demands (e.g., work pressure, negative events), and likely interpret these demands as challenges. Furthermore, the literature review shows that on the days employees have sufficient levels of job control, they proactively try to optimize their work environment in order to stay engaged. This proactive behavior is called job crafting and predicts momentary and daily work engagement. An important additional finding is that daily engagement has a reciprocal relationship with daily recovery. On the days employees recover well, they feel more engaged; and engagement during the day is predictive of subsequent recovery. Finding the daily balance between engagement while at work and detachment while at home seems the key to enduring work engagement.

Sign in / Sign up

Export Citation Format

Share Document