Employee Engagement as a Performance Driver of State-Owned Enterprises (SOE’s) in Indonesia

One of the key elements in the operational performance of State-Owned Enterprises (SOEs) is the improvement of quality planning, human resources (HRs), and financial management that can serve as a monitoring tool as well as a performance driver. Herein, the research examined the extent to which employee engagement, comprised of cognitive engagement, emotional engagement, and behavioral engagement could drive employee performance in Indonesian SOEs. The research was conducted with a survey method to 429 middle managers in 141 SOEs in Indonesia. Data were collected through an indirect communication technique using a questionnaire and direct communication techniques using limited interviews and documentary studies. Data were analyzed descriptively through weighted averages and inferentially through Structural Equation Modelling (SEM). The results of the study show that: Employee engagement in Indonesian SOEs was in the “good” category, but not optimal. The performance of the SOEs managers was measured based on the total performance scorecard (TPS). Employee engagement (cognitive, emotional, and behavioral) partially and simultaneously contributed positively and significantly to the improvement of the performance of Indonesian SOEs based on the total performance scorecard

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THE EFFECT OF EMPOWERMENT, EMPLOYEE ENGAGEMENT AND ORGANIZATIONAL COMMITMENT TOWARDS PERFORMANCE OF GOVERNMENTAL-EMPLOYEES OF FINANCIAL-MANAGEMENT

IJHCM (International Journal of Human Capital Management) ◽

10.21009/ijhcm.01.01.12 ◽

2017 ◽

Vol 1 (01) ◽

pp. 152-163

Author(s):

Liz Zeny Merry ◽

Faroman Syarief

Keyword(s):

Organizational Commitment ◽

Employee Engagement ◽

Direct Effect ◽

Financial Management ◽

Employee Performance ◽

Provincial Government ◽

Survey Method ◽

Research Findings ◽

Positive Direct ◽

Management Staff

The objectives of this research is to study the influence of empowerment, employee engagement, and organizational commitment on performance of the financial management staffs at Riau Islands Provincial Government. Quantitative approach used in this research with survey method. The samples of this research were 230 staffs selected randomly. The data were obtained by distributing questionnaire and analyzed by using path analysis. The results of research shows that: (1) empowerment, employee engagement and organizational commitment had a positive direct effect on employee performance; (2) empowerment and employee engagement had a positive direct effect on organizational commitment; (3) empowerment have a positive direct effect on employee engagement. The research findings recommend to improve employee performance by improving empowerment, employee engagement and organizational commitment of the financial management staff at Riau Island Provincial GovernmentKeywords: empowerment, employee engagement, organizational commitment, and performanceRealizing

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The Effect of Job Insecurity on Job Performance with Islamic Work Ethics and Employee Engagement as Mediation Variables (Study at Bank Muamalat West Jakarta Region)

European Journal of Business Management and Research ◽

10.24018/ejbmr.2021.6.5.1054 ◽

2021 ◽

Vol 6 (5) ◽

pp. 20-25

Author(s):

. Aprianita ◽

Mafizatun Nurhayati

Keyword(s):

Job Performance ◽

Employee Engagement ◽

Structural Equation ◽

Job Insecurity ◽

Employee Performance ◽

Equation Model ◽

Partial Least Square ◽

Least Square ◽

Survey Method ◽

Work Ethics

Employee performance at the company will be maximized if employees feel safe and are not always worried about losing their jobs in the near future. The purpose of this study was to determine whether job insecurity has an effect on job performance with Islamic work ethics and employee engagement as mediating variables. This type of research is quantitative, the research population is permanent employees in 5 main branch offices of Bank Muamalat, West Jakarta area with a sample size of 186 respondents. The sampling method uses a saturated sample. Collecting data using a survey method with a questionnaire instrument. The data analysis method used the structural equation model-partial least square (SEM-PLS). The results of this study prove that job insecurity does not have a significant effect on job performance, job insecurity has a positive and significant effect on Islamic work ethics, Islamic work ethics have a positive and significant effect on job performance, job insecurity has a positive and significant effect on job performance mediated by ethics. Islamic work ethics, job insecurity has a positive and significant effect on employee engagement, employee engagement has a positive and significant impact on job performance, and job insecurity has a positive and significant impact on job performance mediated by employee engagement.

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THE EFFECT OF EMPOWERMENT, EMPLOYEE ENGAGEMENT AND ORGANIZATIONAL COMMITMENT TOWARDS PERFORMANCE OF GOVERNMENTAL-EMPLOYEES OF FINANCIAL-MANAGEMENT

IJHCM (International Journal of Human Capital Management) ◽

10.21009/ijhcm.011.012 ◽

2017 ◽

Vol 1 (01) ◽

pp. 152-163

Author(s):

Liz Zeny Merry ◽

Faroman Syarief

Keyword(s):

Organizational Commitment ◽

Employee Engagement ◽

Direct Effect ◽

Financial Management ◽

Employee Performance ◽

Provincial Government ◽

Survey Method ◽

Research Findings ◽

Positive Direct ◽

Management Staff

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The Impact of Brand Equity on Employee’s Opportunistic Behavior: A Case Study on Enterprises in Vietnam

Journal of Risk and Financial Management ◽

10.3390/jrfm14040164 ◽

2021 ◽

Vol 14 (4) ◽

pp. 164

Author(s):

Quang Bach Tran ◽

Quoc Hoi Le ◽

Hoai Nam Nguyen ◽

Dieu Linh Tran ◽

Thi Thuy Quynh Nguyen ◽

...

Keyword(s):

Employee Engagement ◽

Brand Equity ◽

Structural Equation ◽

Structural Model ◽

Negative Impact ◽

Theory And Practice ◽

Emotional Engagement ◽

Opportunistic Behavior ◽

Corporate Brand ◽

The Impact

Brand is considered a valuable asset that a business wants to create and maintain growth throughout its business cycle. This paper examines the impact of corporate brand equity on employees’ opportunistic behavior. The paper uses quantitative research methods, through linear SEM (Structural Equation Modelling) analysis of structural model with a scale of 609 samples of employees of enterprises in Vietnam. The research results show that corporate brand equity has a negative impact on employees’ opportunistic behavior. In the relationship between these two factors, trust and emotional engagement act as intermediate factors. Additionally, the research demonstrates that trust has a positive effect on all three components of employee engagement, including emotional engagement, computational engagement, and standards-based engagement. On that basis, the research suggests a number of recommendations to minimize the opportunistic behavior of employees in the enterprise. The findings of this study have shown the importance and impact of brand equity on employee opportunistic behavior. These are meaningful contributions in both theory and practice to help businesses gain deeper insight into brand equity and the need to pay attention to building and developing durable brand equity for businesses. At the same time, it is an important basis for the next research projects.

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Linkage Between Employee Satisfaction and Employee Performance: A Case in Banking Industry

Global Business Review ◽

10.1177/0972150920970351 ◽

2020 ◽

pp. 097215092097035

Author(s):

Sweta Mishra ◽

Shikta Singh ◽

Priyanka Tripathy

Keyword(s):

Factor Analysis ◽

Human Resource Development ◽

Employee Satisfaction ◽

Structural Equation ◽

Banking Sector ◽

Financial Institution ◽

Employee Performance ◽

Advanced Technology ◽

Survey Method ◽

And Performance

Banking sector is predominantly a customer-focused business that provides a gamut of financial services in aid of advanced technology, prompt communication system and conception of various banks to deal with multinational led environment. Some priority should be given to human resource development in order to emerge as strong and viable financial institution. So, the banking sector should emphasize on employees and how they can be satisfied, engaged and perform better. This study indicates to what extent employee satisfaction and employee performance are interlinked with each other. The purpose of this study is to explore the factors of employee satisfaction and employee performance and to establish a relationship between them. A survey method using a structured questionnaire was used to collect the responses of bankers in SBI, Bhubaneswar region. Having the data collected from 240 filled questionnaires, analysis was carried out using exploratory factor analysis, and to further validate this, structural equation modelling was developed. This was followed by a confirmatory factor analysis to establish the linkage between employee satisfaction and employee performance. The results indicated a significant relationship between employee satisfaction and performance. This study contributes to understanding of the various factors affecting employee satisfaction and performance, especially in the banking sector. By focusing on employee satisfaction, managers can keep the employees more focused, engaged and committed to their work and enhance overall productivity of the organization.

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The Influence of Leadership Style, Competency and Compensation on Employee Performance and Its Impact on Organizational Performance in Kementerian Pertanian

FOCUS ◽

10.37010/fcs.v1i1.274 ◽

2020 ◽

Vol 1 (1) ◽

pp. 28-42

Author(s):

Sugito Efendi ◽

Suwardi Suwardi

Keyword(s):

Organizational Performance ◽

Leadership Style ◽

Structural Equation ◽

Research Method ◽

Quantitative Methods ◽

Employee Performance ◽

Equation Modeling ◽

Survey Method ◽

Directorate General ◽

The Impact

This study aims to analyze the influence of leadership style, competence, compensation on employee performance and the impact on organizational performance on the employees of the Directorate General of Agricultural Infrastructure and Facilities. This study used a survey method by distributing questionnaires to employees of the Directorate General of Agricultural Infrastructure and Facilities. As the respondent. This research method uses quantitative methods with technical analysis of Structural Equation Modeling (SEM) with the AMOS version 22 application. The research sample used in this study were 158 respondents. The results showed that leadership style, competence and compensation directly had a positive and significant effect on employee performance. Leadership style, competence and compensation directly have a positive and significant effect on organizational performance. Leadership style, competence and compensation indirectly have a positive and significant effect on organizational performance through employee performance.

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MANAGE OF JOB STRESS AND MEASURE EMPLOYEE PERFORMANCE IN HEALTH SERVICES

Business and Entrepreneurial Review ◽

10.25105/ber.v18i1.5307 ◽

2019 ◽

Vol 18 (1) ◽

pp. 53

Author(s):

Abdul Haeba Ramli

Keyword(s):

Data Analysis ◽

Organizational Commitment ◽

Work Stress ◽

Structural Equation ◽

Employee Performance ◽

Simple Random Sampling ◽

Equation Modeling ◽

Survey Method ◽

Service Employees ◽

Section Data

<p>This research on health service employees who are in Jakarta wants to observe the work stress experienced and how the risks will arise from organizational commitment and employee performance. The design of this research is to use a survey method with cross-section data collection using a questionnaire. A total of 82 employees of the Private Hospital consisting of Doctors, Nurses and Staff as respondents in this study, were determined by utilizing the simple random sampling method. The data analysis method used is Structural Equation Modeling (SEM) as a design in analyzing data analysis on testing research hypotheses. The results of the study present the results that work stress has a negative and significant impact on organizational commitment, then work stress that has a negative and significant impact on employee performance, then high organizational commitment can actually cause a positive and significant impact on employee performance.</p>

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Predicting engagement and performance through firm’s internal factors

Journal of Advances in Management Research ◽

10.1108/jamr-11-2018-0098 ◽

2019 ◽

Vol 16 (5) ◽

pp. 763-780 ◽

Cited By ~ 4

Author(s):

Zulqurnain Ali ◽

Sadia Sabir ◽

Aqsa Mehreen

Keyword(s):

Employee Engagement ◽

Structural Equation ◽

Employee Performance ◽

Internal Communication ◽

Equation Modeling ◽

Internal Factors ◽

Content Type ◽

Organizational Goals ◽

And Performance ◽

Reward And Recognition

Purpose The purpose of this paper is to investigate how the firm’s internal factors influence employee engagement (EE), which, in turn, enhances the performance of textile employees. Furthermore, the present study pursues to address the indirect effect of EE on the relationship between the firm’s internal factors and employee performance. Design/methodology/approach Data were taken from 355 participants working in textile mills through a survey approach. Structural equation modeling was run to confirm the proposed model and structural relationships. Findings Results highlight that internal communication and reward and recognition are significantly related to EE, except for work‒life balance. Furthermore, EE has a significant effect on the performance of textile employees. Practical implications The present study helps the textile managers to improve employee performance while focusing on the firm’s internal factors of engagement. Proactive internal communication and reward system will help to bring a competitive edge and achieve the organizational goals. The findings also provide managers the information to reduce the organization interruptions in enhancing EE and performance. Originality/value This study covered the hidden gap in the previous literature on EE and performance, especially in the field of the textile sector by employing Kahn’s theory of engagement.

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How does political skill lead to job and organization engagement? Role of self-evaluations

Journal of Management Development ◽

10.1108/jmd-05-2019-0164 ◽

2020 ◽

Vol 39 (7/8) ◽

pp. 895-910

Author(s):

Ameer A. Basit

Keyword(s):

Employee Engagement ◽

Organizational Identification ◽

Structural Equation ◽

Political Skill ◽

The Self ◽

Equation Modeling ◽

Survey Method ◽

Conservation Of Resources ◽

Content Type ◽

Proposed Model

PurposePolitical skill is a valued resource employees use to achieve success. Earlier research has mostly focused on the effect of political skill on others rather than on the self of the politically skilled individuals. Specifically, there is disconnect between political skill and employee engagement research as both these fields have been growing in isolation. Drawing from theories of engagement and conservation of resources, this study bridges this gap in knowledge by investigating how political skill leads to job and organization engagement of politically skilled employees via impacting their self-evaluations of organization-based self-esteem (OBSE) and organizational identification.Design/methodology/approachUsing a survey method, data were obtained from 188 employees who worked in three private schools of Lahore, Pakistan. Structural equation modeling was used to test the proposed model.FindingsThis study found that individuals who used political skill by practicing social astuteness, interpersonal influence, networking and sincerity rated themselves high in OBSE and organizational identification. As a consequence, high OBSE enhanced their job engagement, whereas high organizational identification increased their organization engagement.Originality/valueThis study is one of the first studies to present political skill as a driver of job and organization engagement. It reveals that the self-evaluations of OBSE and organizational identification mediate the political skill–engagement relations in unique manners.

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Branding Yields Better Harvest: Explaining The Mediating Role of Employee Engagement in Employer Branding and Organizational Outcomes

ETIKONOMI ◽

10.15408/etk.v19i1.12320 ◽

2020 ◽

Vol 19 (1) ◽

pp. 77-94

Author(s):

Asif Hussain Samo ◽

Suman Talreja ◽

Azeem Akhtar Bhatti ◽

Syeda Aisha Asad ◽

Laiba Hussain

Keyword(s):

Employee Engagement ◽

Structural Equation ◽

Employee Performance ◽

Organizational Outcomes ◽

Equation Model ◽

Employer Branding ◽

Intention To Stay ◽

Mediating Role ◽

And Performance

Employer branding is an intriguing junction of marketing and human resource management, where the positive intangible perception of the employer makes the organization a valuable. It is antecedents and outcomes have been tried and tested. However, there is a need to empirically test how employer branding lures the employees to perform well and to remain loyal to the employer. This study aimed to find the mediating impact of employee engagement between the relationships of employer branding and performance of the employees and their intention to stay in the companies. By using the structural equation model (SEM), the results revealed the full mediation role of employee engagement in between employer branding and employee performance and their intention to stay. This study implies that the bank needs to induce employees to remain engaged, as, with this, the performance and talent retention will yield.JEL Classification: D23, M31How to Cite:Samo, A. H., Talreja, S., Bhatti, A. A., Asad, S. A., & Hussain, L. (2020). Branding Yields Better Harvest: Explaining The Mediating Role of Employee Engagement in Employer Branding and Organizational Outcomes. Etikonomi: Jurnal Ekonomi, 19(1), 77 – 94. https://doi.org/10.15408/etk.v19i1.12320.

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