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 Transformational Leadership, Job Performance, and Organizational Citizenship Behavior: Mediating Role of Work Engagement

2019 ◽  
Vol 2 (4) ◽  
pp. 363
Author(s):  
Novel Idris Abas ◽  
Huni Sri Runing Sawitri ◽  
Dewita Puspawati
Keyword(s):  
Transformational Leadership ◽  
Job Performance ◽  
Organizational Behavior ◽  
Organizational Citizenship ◽  
Work Engagement ◽  
Organizational Citizenship Behavior ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Citizenship Behavior ◽  
Mediating Role

Many studies had discussed about organizational behavior such as organizational culture, motivation, organizational commitment and many others topics. However, just few studies that discussed the mediation effect of the organizational behavior variables. Work engagement is one of the important variables in organizational behavior scope. This study proposes and tests a research model that investigates and examine whether work engagement functions as a mediator of the effect of transformational leadership on job performance and OCB. These relationships are assessed through SPSS using Barron & Kenny mediation method. Data are obtained from 97 employees of pharmaceutical company in Indonesia especially Solo Raya and Madiun City. The result shows that work engagement mediates the effect of transformational leadership on job performance. Moreover, this study provides evidence to support our intended hypothesizes, by applying correlation and regression analysis which result have revealed that transformational leadership effects OCB through the mediating effect of work engagement.

A Systematic Review of the Correlates and Outcomes of Employee Engagement

2019 ◽  
pp. 78-98
Author(s):  
Duygu Toplu Yaslioglu
Keyword(s):  
Systematic Review ◽  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Performance ◽  
Organizational Behavior ◽  
Employee Engagement ◽  
Job Demands ◽  
Job Involvement ◽  
Academic Literature ◽  
Job Demands And Resources

Engagement is a concept that is hard to define and easy to realize. Engagement is motivational, and this motivation helps individuals to allocate their resources for their job performance and use those resources intensively and consistently. So, one can say that employee engagement should have been correlated with some variables related with work and organization. In the academic literature, engagement is a relatively high focused area, and it is said to be related to but distinct from other constructs in organizational behavior. Engagement's casual and correlational relationships with the various concepts such as burnout, job demands and resources, organizational commitment, job involvement, workaholism, job satisfaction, for example, are much researched. However, researches indicate different results. This chapter aims to systematically review the aforementioned concepts relationship to engagement and eventually put forward, if any, conflicts and resemblances among previous researches.

INTERVENSI PELATIHAN PENILAIAN KINERJA PADA ATASAN UNTUK MENINGKATKAN PERCEIVED ORGANIZATIONAL SUPPORT & EMPLOYEE ENGAGEMENT

2017 ◽  
Vol 2 (2) ◽  
pp. 1-8
Author(s):  
Holy Greata
Keyword(s):  
Performance Appraisal ◽  
Employee Engagement ◽  
Study Design ◽  
Work Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Paired Sample ◽  
Utrecht Work Engagement Scale ◽  
Before And After ◽  
Before And After Study

This study aims to look at the effectiveness of performance appraisal training programs to improve perceived organizational support and employee engagement among employees at YPTK educational institutions. This research uses a quantitative approach, with the before-and-after study design research design. The strength of this program is the ability to measure the impact of an intervention. Measuring devices perceived organizational support is an adaptation of the survey of perceived organizational support, while measuring instruments employee engagement is an adaptation of the Utrecht work engagement scale. The results of this study indicate the influence of perceived organizational support on employee engagement of 0.168 (p = 0.016 significant at l.o.s 0.05). Paired sample t-test results showed significant differences in perceived organizational support and employee engagement scores before and after the training and outreach of performance appraisal. Keywords: Perceived Organizational Suppor; Employee Engagement, Performance assessment   Penelitian ini bertujuan melihat efektifitas program pelatihan penilaian kinerja untuk meningkatkan perceived organizational support dan employee engagement pada karyawan di lembaga pendidikan YPTK. Penelitian ini menggunakan pendekatan kuantitatif, dengan design penelitian the before-and-after study design. Kelebihan dari program ini adalah kemampuan untuk mengukur dampak dari sebuah intervensi. Alat ukur perceived organizational support merupakan adaptasi dari survey of perceived organizational support, sedangkan alat ukur employee engagement merupakan adaptasi dari Utrecht work engagement scale. Hasil penelitian ini menunjukkan adanya pengaruh perceived organizational support terhadap employee engagement sebesar 0.168 (p=0.016 signifikan pada l.o.s 0.05). Hasil uji paired sample t-test menunjukkan adanya perbedaan skor perceived organizational support dan employee engagement yang signifikan sebelum dan sesudah dilakukan pelatihan dan sosialisasi penilaian kinerja.   Kata Kunci: Perceived Organizational Suppor; Employee Engagement, Penilaian Kinerja.

scholarly journals An Empirical Study on the Model of Self-Efficacy and Organizational Citizenship Behavior Transmitted through Employee Engagement, Organizational Commitment and Job Satisfaction in the Thai Automobile Parts Manufacturing Industry

2021 ◽  
Vol 7 (3) ◽  
pp. 170
Author(s):  
Khahan Na-Nan ◽  
Suteeluck Kanthong ◽  
Jamnean Joungtrakul
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Self Efficacy ◽  
Manufacturing Industry ◽  
Statistical Significance ◽  
Citizenship Behavior ◽  
Parts Manufacturing

This research aims to study the direct and indirect influence of self-efficacy on organizational citizenship behavior transmitted through employee engagement, organizational commitment and job satisfaction, and to examine employee engagement, organizational commitment and job satisfaction as partial or full mediators. The study samples were 400 employees in the automobile parts manufacturing industry. The study instruments used by previous researchers were applied and back translation was conducted on all questionnaire items. Content validity and reliability was then tested prior to using them for data collection. Direct and indirect influences and mediators were analyzed with the Hayes Model 81 using the PROCESS Program. Results revealed that self-efficacy had a direct influence on organizational citizenship behavior with statistical significance, with an indirect influence transmitted through employee engagement, organizational commitment and job satisfaction. Employee engagement, organizational commitment and job satisfaction functioned as partial mediators between self-efficacy and organizational citizenship behavior with statistical significance. The model was based on the theory of self-efficacy to express organizational citizenship behavior. However, the study results showed that employee engagement, organizational commitment and job satisfaction play roles as mediators in transmission of effective organizational citizenship behavior. Therefore, these mediators are important factors that can accurately explain organizational citizenship behavior.

Linking Work Engagement to Job Performance Through Flexible Human Resource Management

2017 ◽  
Vol 20 (1) ◽  
pp. 72-87 ◽  
Author(s):  
Chandra Sekhar ◽  
Manoj Patwardhan ◽  
Vishal Vyas
Keyword(s):  
Resource Management ◽  
Job Performance ◽  
Human Resource Management ◽  
Employee Engagement ◽  
Human Resource ◽  
Work Engagement ◽  
It Professionals ◽  
It Industry ◽  
Relationship Of ◽  
The Impact

The Problem The Indian information technology (IT) industry has shown a phenomenal growth over the last two decades. These changes such as increased global competition and the shift in the blend and level of the workforce have led to an increasing level of uncertainty in the industry. To overcome this unprecedented change, IT firms need to adopt flexible human resource management (FHRM) that has a direct and/or indirect impact on job performance. Therefore, the purpose of this article is to explore the impact of work engagement on job performance through FHRM among IT professionals in India. The Solution The results indicate that the use of FHRM by the employees is an important mediator between the positive relationship of work engagement and job performance. Both work engagement and FHRM contributed to job performance. The sample firm and responses for the study were limited to IT industry domain only. The results suggest that FHRM should be promoted at the employee and firm levels to boost job performance. The Stakeholders Reflecting on the employee engagement and job performance via FHRM would boost the organizational flexibility in the IT industry. FHRM makes the employee more organization fit and more engaged for their respective job. This study may be helpful in unveiling the importance of flexibility in job performance. To the best of the authors’ knowledge, this is the first study that links work engagement, FHRM, and job performance in the Indian IT industry context. The study helps in the development of theory in FHRM and employee engagement.

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.

ORGANIZATIONAL JUSTICE, ORGANIZATIONAL COMMITMENT AND TRUST IN MANAGER AS PREDICTORS OF ORGANIZATIONAL CITIZENSHIP BEHAVIOUR AMONG BANK EMPLOYEES

2020 ◽  
Vol 2 (1) ◽  
pp. 248-266
Author(s):  
Solomon Yinde OJO, ◽  
Rafiu Akanji BANKOLE ◽  
Toluwalope ADEBOLA
Keyword(s):  
Organizational Commitment ◽  
Organizational Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Banking Industry ◽  
Interactional Justice ◽  
Citizenship Behavior ◽  
Organizational Behaviour ◽  
Ex Post ◽  
Bank Employees

This study investigated the influence of perceived organizational justice, organizational commitment and trust in manager as predictors of organizational citizenship behaviour among bank employees. Essentially, the issue of organizational justice, trust in managers and organizational commitment are subjects of interest in organizational behaviour and human resource management and as such this could be investigated in the banking industry in order to assess how they influence organizational citizenship behaviour. The study was a survey which employed Ex-Post Factor design. The design was found appropriate because the variables of interest were already in existence in the study area. Data was collected from 186 respondents. Using a structured questionnaire collected data were analysed using the inferential and descriptive statistics of the Statistical Package for Social Sciences (SPSS) version 21. The result revealed that perceived organizational justice was significantly and positively related to organizational citizenship behaviour [r(184)=.51** P<.01]; organizational commitment was significantly and positively related to organizational citizenship behaviour among bank employees [r(184)=.48**, P<.01]; trust in managers was significantly and positively related to organizational citizenship behaviour among bank employees [t(184)=.36**, P<.0.1]; perceived interactional justice was significantly and positively related to organizational citizenship behaviour (t184=6.37<.05]; perceived procedural justice was significantly and positively related to organizational citizenship behaviour {t(184)=.30**, P<.01]; perceived distributive justice was significantly and positively related to organizational citizenship behaviour among bank employees {r(184)=.43**, P<.01). Finally, the findings revealed that the predictor variables (perceived organizational justice, organizational commitment and trust in manager) showed significantly independent and joint prediction of organizational citizenship behavior among bank employees {F=78.74, P<.05, R2=.56.12}. It was concluded that organizational justice, trust in manager and organizational commitment significantly were significantly related to organizational citizenship behaviour among bank employees respectively and jointly. It was therefore recommended that organizational citizenship behavior should be more encouraged in the banking industry and other allied industries.

scholarly journals Study on organizational commitment and workplace empowerment as predictors of organization citizenship behaviour

2016 ◽  
Vol 3 (3) ◽  
pp. 63
Author(s):  
Shiney Chib
Keyword(s):  
Human Capital ◽  
Organizational Commitment ◽  
Job Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Employee Empowerment ◽  
Citizenship Behavior ◽  
Work Place ◽  
Organizational Success ◽  
Workplace Empowerment

Organizational citizenship behavior (OCB) can be defined as, anything positive and constructive that employees do voluntarily, which supports co-workers and benefits the company. These employees are always ready to ‘go the extra mile’ or ‘go above and beyond’ the minimum efforts required to do a merely satisfactory job. Human capital plays a key role in achieving organization objectives with the highest effectiveness. Employee empowerment is a strategy and philosophy and helps employees own their work and take responsibility for their results. Organizational commitment is individual’s psychological involvement and attachment to the organization and is very important for organizational success. It predicts work variables such as turnover, organizational citizenship behavior and job performance. This paper is an effort to analyze work place empowerment and organizational commitment as a predictor of organizational citizenship behavior.

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