scholarly journals Talent Management dan Konsekuensinya terhadap Employee Engagement dan Employee Retention

2020 ◽  
Vol 3 (4) ◽  
pp. 538-552
Author(s):  
Veronika Agustini Srimulyani
Keyword(s):  
Employee Engagement ◽  
Work Engagement ◽  
Employee Retention ◽  
Descriptive Analysis ◽  
Talent Management ◽  
Hierarchical Regression ◽  
Significant Positive Effect ◽  
Relationship Of ◽  
The Impact ◽  
Positive Effect

To gain a competitive advantage, employee engagement is indispensable. Therefore, an effective talent management system is needed in order to increase employee engagement. The aim of this research at knowing talent management at the XYZ Foundation in Madiun City and analyzing the impact of talent management on employee engagement and employee retention. This study also aims to analyze the effect of employee engagement as mediating the relationship of talent management with employee retention. The number of respondents in the study were 69 employees. Data gathered were initially analysed using SPSS version 22.0. From the descriptive analysis, it was found that: 1) employee response to talent management at XYZ Foundation as a whole was high; 2) work engagement on XYZ Foundation was high; 3) employee retention on XYZ Foundation was very high. The results of the hierarchical regression and path analysis indicated that: 1)talent management had a significant positive effect on work engagement; 2) talent management had a significant positive effect on employee retention; 3)work engagement had a significant positive effect on employee retention; 4) work engagement acts as a partial mediation of the influence of talent management on employee retention. 

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 Work Engagement: The Impact of Psychological Capital and Organizational Justice and Its Influence on Turnover Intention

2019 ◽  
Vol 4 (1) ◽  
pp. 86-91
Author(s):  
Kiky D.H. Saraswati
Keyword(s):  
Organizational Justice ◽  
Work Engagement ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Employee Retention ◽  
Psychological Capital ◽  
Jel Classification ◽  
Personal Resource ◽  
The Impact ◽  
Positive Effect

Objective - To remain competitive, organizations must be able to adapt to change and increase their performance. In order to increase performance, organizations must focus on how they manage their employees, including how to retain them. Previous studies have shown that work engagement (WE) has a positive effect on employee retention (Schaufeli & Bakker, 2004). The JD-R Model suggests that WE is influenced by enhancing personal and job resources (Schaufeli, 2017). This research aims to investigate the impact of both of those resources on WE. The personal resource measured in this study is psychological capital while the job resource measured is organizational justice. Furthermore, this research also aims to determine the extent to which WE can be used to predict employee turnover. Methodology/Technique - A quantitative method is implemented in this study by distributing a Utrecth Work Engagement Scale, Psychological Capital Questionnaire, Organizational Justice Questionnaire, and Turnover Intention Scale to 243 employees working in a manufacturing company in Jakarta, Indonesia. Findings - The results of this research conclude that psychological capital and organizational justice have a significant effect on WE (F= 15.231; p <0.05). Further analysis also concludes that WE has a significant impact on employee turnover (F= 10.888; p <0.05). Novelty - The findings of this study indicate that organizations should create and maintain employees WE in order to increase employee retention, while WE can be promoted by improving the psychological capital and providing fair treatment to all employees. Type of Paper: Empirical. Keywords: Organizational Justice; Psychological Capital; Turnover Intention; Work Engagement. JEL Classification: M10, M12, M19.

scholarly journals THE EFFECT OF JOB CRAFTING ON INNOVATIVE BEHAVIOR THROUGH MEDIATION WORK ENGAGEMENT

2020 ◽  
Vol 1 (1) ◽  
pp. 77
Author(s):  
Eferanda Risqyta Pradana ◽  
Fendi Suhariadi
Keyword(s):  
Employee Engagement ◽  
Work Engagement ◽  
Product Innovation ◽  
Job Crafting ◽  
Significant Positive Effect ◽  
Innovative Behavior ◽  
Study Population ◽  
Mediator Variable ◽  
Positive Effect

ABSTRACTInnovation is one of the ways that must be done by companies through employees to stay competitive in the highly developed business competition in terms of technology and product innovation. The company restructurisation company results in the adjustment of employees in their work. This study aims to prove the role of job crafting as a solution for innovative behavior by involving work engagement variables as a mediator variable. This research uses a quantitative approach with data analysis using WarpPLS 6.0 from the data from questionnaires. The study population was employees of CV. Mapan Group. The results showed that job crafting had a significant positive effect on innovative behavior. Work engagement was significantly mediate the effect of job crafting on innovative behavior. These results indicate that in this study, partial mediation occurred on the effect of job crafting on innovative behavior through work engagement. Job crafting has a significant role in fostering employee engagement. Some ways that can be done for companies whose workforce is dominated by millennial are: 1) Doing passion mapping of employees and provide them wider opportunities, 2) Creating programs to align employees' personal missions with organizational missions, 3) Cultivating related competition work innovation as one of the strategies to stimulate employee  job crafting. Keywords: Job crafting, Work engagement, Innovative behavior, Restructurisation  ABSTRAKInovasi adalah salah satu cara yang harus dilakukan oleh perusahaan melalui karyawan untuk tetap bertahan dan bersaing dalam persaingan bisnis yang sangat maju dalam hal teknologi dan inovasi produk. Adanya restrukturisasi di perusahaan menghasilkan penyesuaian karyawan dalam pekerjaan mereka. Penelitian ini bertujuan untuk membuktikan peran kerajinan kerja sebagai solusi untuk perilaku inovatif dengan melibatkan variabel keterlibatan kerja sebagai variabel mediator. Penelitian ini menggunakan pendekatan kuantitatif dengan analisis data menggunakan WarpPLS 6.0 dari data dari kuesioner. Populasi penelitian adalah karyawan CV. Grup Mapan, untuk sampel yang diperoleh adalah 31 responden. Hasil penelitian menunjukkan bahwa kerajinan kerja memiliki efek positif yang signifikan terhadap perilaku inovatif. Tes mediasi keterlibatan kerja pada pengaruh kerajinan kerja pada perilaku inovatif menunjukkan hasil yang signifikan. Hasil ini menunjukkan bahwa dalam penelitian ini mediasi parsial terjadi pada pengaruh kerajinan kerja pada perilaku inovatif melalui keterlibatan kerja. Job crafting memiliki peran penting dalam mendorong keterlibatan karyawan. Beberapa cara yang dapat dilakukan untuk perusahaan yang tenaga kerjanya didominasi oleh milenium adalah: 1) Melakukan pemetaan gairah dari karyawan dan kemudian memberi mereka peluang luas, 2) Membuat program untuk menyelaraskan misi pribadi karyawan dengan misi organisasi, 3) Memupuk kerja kompetisi terkait inovasi sebagai salah satu strategi untuk merangsang kerajinan kerja karyawan. Kata kunci: Pekerjaan Kerajinan, Keterlibatan Kerja, Perilaku inovatif, Restrukturisasi

scholarly journals Determinants of Job Satisfaction in Higher Education Sector: Empirical Insights from Malaysia

2016 ◽  
Vol 6 (1) ◽  
pp. 129 ◽  
Author(s):  
Jalal Hanaysha
Keyword(s):  
Higher Education ◽  
Job Satisfaction ◽  
Organizational Learning ◽  
Work Environment ◽  
Employee Engagement ◽  
Employee Motivation ◽  
Education Sector ◽  
Significant Positive Effect ◽  
The Impact ◽  
Positive Effect

Job satisfaction is one of the most important topics in the field of management and it has received a noteworthy attention from both scholars as well as business practitioners. This is because employee job satisfaction is the main predictor of organizational success and long term performance. This paper examines the impact of four factors namely employee engagement, employee motivation, work environment, and organizational learning on job satisfaction in higher education sector. The data were collected using a survey instrument from 242 employees of public universities in northern area of Malaysia. The collected data was analysed using SPSS and structural equation modelling. Overall, the findings indicated that employee engagement has significant positive effect on job satisfaction. It was also found that employee motivation has significant positive effect on job satisfaction. Moreover, this study revealed that work environment and organizational learning have significant positive effects on job satisfaction. These results provide useful insights for the management in higher educational institutions and suggest that the selected human resource factors are very important for improving job satisfaction.

scholarly journals The Effect of Perceived Organizational Support on Work Engagement Through Job Crafting (Study At General Division Employees Of Bank Jatim Head Office Surabaya)

2021 ◽  
Vol 5 (1) ◽  
pp. 109-126
Author(s):  
Lady Oktafia Alfatekha W ◽  
Budiono
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Sampling Technique ◽  
Partial Least Square ◽  
Least Square ◽  
Job Crafting ◽  
Significant Positive Effect ◽  
The Impact ◽  
Positive Effect

Bank Jatim or PT Bank Pembangunan Daerah Jawa Timur Tbk , on august 17, 1961 Bank Jatiwas establised in Surabaya. as a BUMD, Bank Jatim is the largest bank in East Java. The goal of this research is to examine and analyze the impact of employee’s perceived organizational support on work engagement through job crafting at the General Division in Bank Jatim Surabaya. This study is a causal research of quantitative approach. A total of 56 respondent are used for the sampling technique. With the support of SmartPLS v.3.6.2 software, the statistical analysis used in this research is Partial Least Square (PLS). The analysis outcomes indicate that perceived organizational support has a significant positive effect on work engagement, perceived organizational support has a significant positive effect on job crafting, job crafting has a significant positive effect on work engagement, and job crafting has successfully mediated the effect of perceived organizational support on work engagement.

Impact of Digitalization on Service Work in Knowledge-Intensive Business Services: An Empirical Study in Tax Consultancies

2019 ◽  
Vol 3 (4) ◽  
pp. 209-222
Author(s):  
Philipp K. Görs ◽  
Henning Hummert ◽  
Anne Traum ◽  
Friedemann W. Nerdinger
Keyword(s):  
Work Engagement ◽  
Service Work ◽  
Psychological Consequences ◽  
Business Services ◽  
Knowledge Intensive Business Services ◽  
Positive Effects ◽  
Knowledge Intensive ◽  
The Impact ◽  
Positive Effect ◽  
Special Case

Digitalization is a megatrend, but there is relatively little knowledge about its consequences for service work in general and specifically in knowledge-intensive business services (KIBS). We studied the impact of digitalization on psychological consequences for employees in tax consultancies as a special case of KIBS. We compare two tax consulting jobs with very different job demands, those of tax consultants (TCs) and assistant tax consultants (ATCs). The results show that the extent of digitalization at the workplace level for ATCs correlates significantly positively with their job satisfaction. For TCs, the same variable correlates positively with their work engagement. These positive effects of digitalization are mediated in the case of ATCs by the impact on important job characteristics. In the case of TCs, which already have very good working conditions, the impact is mediated by the positive effect on self-efficacy. Theoretical and practical consequences of these results are discussed.

Entrepreneurs and Burnout. How Hardy Pesonality works in this process

2021 ◽  
pp. 003329412199697
Author(s):  
Laura Quiun ◽  
Marta Herrero ◽  
Maria del Carmen Yeo Ayala ◽  
Bernardo Moreno-Jiménez
Keyword(s):  
Emotional Exhaustion ◽  
Descriptive Analysis ◽  
Working Hours ◽  
Burnout Syndrome ◽  
Hierarchical Regression ◽  
Occupational Factors ◽  
Low Levels ◽  
And Performance ◽  
The Impact ◽  
The Relationship

Background Considering the importance of entrepreneurship and the impact of burnout on workers’ health, this study aims to explore the presence of burnout in entrepreneurs and the interaction of hardy personality (HP) in this process. Method The sample included 255 Spanish entrepreneurs. Occupational factors, working hours, labour immersion, HP, burnout syndrome (i.e. Emotional exhaustion, Depersonalization and Lack of accomplishment) and burnout consequences were assessed. Results Descriptive analysis showed that entrepreneurs had low levels of occupational factors, burnout syndrome and consequences. Hierarchical regression exploratory results indicated that working hours, labour immersion, and Emotional exhaustion were the most relevant predictors of the consequences. Besides, mediation models with PROCESS macro (v.3.0) highlighted the indirect effect of occupational factors and showed that emotional exhaustion was the only component of burnout that mediated in between the predictors and the consequences. As well, HP moderated the relationship between occupational factors and emotional exhaustion. Conclusions Occupational factors are the main predictor of burnout in entrepreneurs and HP could prevent their effect on Emotional exhaustion. The results suggest the importance of training to promote HP for better health and performance of entrepreneurs.

The impact of counterfeit risk management on healthcare supply chain performance: an empirical analysis

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mauro Falasca ◽  
Scott Dellana ◽  
William J. Rowe ◽  
John F. Kros
Keyword(s):  
Risk Management ◽  
Supply Chain ◽  
The United States ◽  
Equation Modeling ◽  
Significant Positive Effect ◽  
Healthcare Organizations ◽  
Content Type ◽  
Overall Performance ◽  
The Impact ◽  
Positive Effect

PurposeThis study develops and tests a model exploring the relationship between supply chain (SC) counterfeit risk management and performance in the healthcare supply chain (HCSC).Design/methodology/approachIn the proposed theoretical model, HCSC counterfeit risk management is characterized by HCSC counterfeit risk orientation (HCRO), HCSC counterfeit risk mitigation (HCRM) and HCSC risk management integration (HRMI), while performance is represented by healthcare logistics performance (HLP) and healthcare organization overall performance (HOP). Partial least squares structural equation modeling (PLS-SEM) and survey data from 55 HCSC managers are used to test the research hypotheses.FindingsHCRO has a significant positive effect on HCRM, while HCRM has a positive impact on HRMI. With respect to HLP, HCRM has a nonsignificant effect, while HRMI has a significant impact, thus confirming the important mediating role of HRMI. Finally, HLP has a significant positive effect on the overall performance of healthcare organizations.Research limitations/implicationsAll study participants were from the United States, limiting the generalizability of the study findings to different countries or regions. The sample size employed in the study did not allow the authors to distinguish among the different types of healthcare organizations.Originality/valueThis study delineates between a healthcare organization's philosophy toward counterfeiting risks vs actions taken to eliminate or reduce the impact of counterfeiting on the HCSC. By offering firm-level guidance for managers, this study informs healthcare organizations about addressing the challenge of counterfeiting in the HCSC.

scholarly journals Who can enjoy the unavoidable emotional labor

2014 ◽  
Vol 27 (4) ◽  
pp. 719-742
Author(s):  
SeungGeun Baeck ◽  
KangHyun Shin ◽  
JongHyun Lee ◽  
ChangGoo Heo
Keyword(s):  
Work Engagement ◽  
Emotional Labor ◽  
Negative Emotion ◽  
Job Burnout ◽  
Self Monitoring ◽  
Main Effect ◽  
Relationship Of ◽  
Main Effects ◽  
The Relationship ◽  
Positive Effect

The purpose of this study was to examine the positive effect of self-monitoring among emotional display rules (fostering positive emotion(FPE) & suppressing negative emotion(SNE)) and consequential work attitude (job burnout & work engagement). A sample of 191 hotel employees were participated in this study and data were analyzed by SPSS. The results are as follows. First, the main effect of FPE on work engagement was supported, but the main effect of SNE on job burnout was not. Second, the main effects of self-monitoring on engagement and burnout were supported. Third, the moderation effects of self-monitoring which buffer the relationship of SNE on burnout and which facilitate the relationship FPE on engagement were significant. Finally, the implications and limitations were discussed.

scholarly journals Diabetes mellitus and chronic liver diseases. Literature review (part 2): treatment features

2019 ◽  
Vol 91 (12) ◽  
pp. 115-121
Author(s):  
Z A Kalmykova ◽  
I V Kononenko ◽  
A Yu Mayorov
Keyword(s):  
Diabetes Mellitus ◽  
Carbohydrate Metabolism ◽  
Drug Effects ◽  
Chronic Liver ◽  
Impaired Liver Function ◽  
Pathological Conditions ◽  
Impaired Liver ◽  
Relationship Of ◽  
The Impact ◽  
Positive Effect

Diabetes mellitus (DM) and chronic liver disease (CLD) are pathological conditions associated with each other and reaching epidemic proportions. There is a strong pathogenetic relationship of carbohydrate metabolism disorders and a number of CLD. Common mechanisms that provoke metabolic and autoimmune disorders in the development of various CLD, leading to steatosis, insulin resistance (IR), impaired glucose tolerance and the development of DM are described. Effective glycemic control can have a beneficial effect on the treatment of these patients, and, conversely, there is evidence of a positive effect of CLD therapy on carbohydrate metabolism. This review discusses the correction of carbohydrate metabolism in patients with CLD, the main groups of modern hypoglycemic drugs, mechanisms of their action, the impact on the physiology of the liver, the possibility of using each of these pharmacological groups in patients with impaired liver function. The modern approaches and possibilities of drug effects on the process of fibrogenesis in CLD, the effect of these drugs on carbohydrate metabolism are listed.

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