EFFECT OF SELF-EFFICACY ON WORK ENGAGEMENT MEDIATED BY HRD CLIMATE ON OUTSOURCED BANK EMPLOYEES

Human resources play a vital role in every company becausehuman resources are the cogs for the running of the company. Nowadays,competition in any company is getting tougher, including the banking industry.This study aims to prove the effect of Self-efficacy on Work Engagementmediated by HRD Climate. This research was conducted at PT X asa third party, which is an outsourcing company for bank employees inJakarta. Questionnaires were distributed to 150 employees, and data processingwas done using SPSS v22 software and Hayes PROCESS v3 macros.The results of this study indicate that there is a positive and significantinfluence between the variable Self-efficacy on Work Engagement mediatedby HRD Climate, with a more significant direct effect between theSelf-efficacy variable on Work Engagement on outsourced bank employeesin Jakarta.

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PENGARUH EFIKASI DIRI, MOTIVASI KERJA DENGAN DIMEDIASI KEPUASAN KERJA TERHADAP KINERJA KARYAWAN PT. BANK BNI SYARIAH KANTOR CABANG PEKALONGAN

Magisma: Jurnal Ilmiah Ekonomi dan Bisnis ◽

10.35829/magisma.v8i2.95 ◽

2020 ◽

Vol 8 (2) ◽

pp. 1-16

Author(s):

Joko Wibowo ◽

Taofik Hidajat

Keyword(s):

Job Satisfaction ◽

Direct Effect ◽

Self Efficacy ◽

Quantitative Research ◽

Work Motivation ◽

Employee Performance ◽

Employee Job Satisfaction ◽

Pls Analysis ◽

Branch Office ◽

Significant Direct Effect

The purpose of this study is to determine and analyze the Effect of Self-Efficacy, Work Motivation, and Mediated by Job Satisfaction on Employee Performance at PT. Bank BNI Syariah Pekalongan Branch Office. The method of this research uses quantitative research with SMART PLS analysis tools. In this study the entire population is also sample because the population are 57 employees, consisting of 34 male and 23 female employees. The results of this study indicate that:There is a positive and significant direct effect of self-efficacy on employee job satisfaction at PT. Bank BNI Syariah Pekalongan Branch Office.There is a positive and significant direct effect of work motivation on employee Job Satisfaction at PT Bank BNI Syariah Pekalongan Branch Office.There is a positive and significant direct effect of self-efficacy on employee performance at PT. Bank BNI Syariah Pekalongan Branch Office.There is a positive and significant direct effect of work motivation on employee performance at PT. Bank BNI Syariah Bank Pekalongan Branch Office.There is a positive and significant direct effect of employee job satisfaction on employee performance at PT. Bank BNI Syariah Pekalongan Branch Office.There is a positive and significant direct effect of job satisfaction is able to mediate self-efficacy on employee performance at PT. Bank BNI Syariah Pekalongan Branch Office.There is a positive and significant direct effect of job satisfaction is able to mediate work motivation on employee performance at PT. Bank BNI Syariah Pekalongan Branch Office

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How Employee Competency and Self Efficacy Affect Employee Work Engagement in Human Resource Development Agency (BPSDM) Ministry of Law and Human Rights Republic of Indonesia

IJHCM (International Journal of Human Capital Management) ◽

10.21009/ijhcm.04.02.11 ◽

2020 ◽

Vol 4 (2) ◽

pp. 125-140

Author(s):

Ari Anggarani Winadi Prasetyoning Tyas ◽

Syarifuddin Tippe ◽

Slamet Sutanto

Keyword(s):

Human Rights ◽

Human Resources ◽

Human Resource Development ◽

Employee Engagement ◽

Work Engagement ◽

Self Efficacy ◽

Structural Equation ◽

Main Task ◽

Development Agency ◽

Employee Work Engagement

Human Resources Development Agency (BPSDM) Ministry of Law and Human Rights Republic of Indonesia is a supporting agency in the Ministry of Law and Human Rights which is in charge of developing human resources in the field of law and human rights. As a supporting unit for the main task of BPSDM, the Ministry of Law and Human Rights of Republic of Indonesia improves the quality of law and human rights apparatus to be professional and have a high level of engagement to provide excellent service. This study aims to analyse the effect of employee competence on employee work engagement mediated by self efficacy in Human Resoruces Development Agency (BPSDM) Ministry of Law and Human Rights Republic of Indonesia. The study involved 221 employee respondents at BPSDM Ministry of Law and Human Rights Republic of Indonesia for group III. Analysis of the data was using the LISREL Structural Equation Modelling of self-efficacy and employee engagement. The results showed that employee competency and self efficacy respectively have positive and significant direct effects on employee work engagement. Employee competency has a positive and significant direct effect on self efficacy, and employee competency has a positive and significant indirect effect on employee work engagement mediated by self efficacy. Implications of the results of this study, BPSDM Ministry of Law and Human Rights Republic of Indonesia needs to develop employee competency attributes that can improve self-efficacy. This needs to be done given that self-efficacy will affect the degree of engagement of BPSDM employees to the Indonesian Ministry of Law and Human Rights.

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The effects of nonwork and personal resources on frontline bank employees’ work engagement and critical job outcomes

International Journal of Bank Marketing ◽

10.1108/ijbm-05-2018-0133 ◽

2019 ◽

Vol 37 (3) ◽

pp. 858-879 ◽

Cited By ~ 8

Author(s):

Osman M. Karatepe ◽

Anastasia Ozturk ◽

Taegoo Terry Kim

Keyword(s):

Family Support ◽

Work Engagement ◽

Self Efficacy ◽

Performance Outcomes ◽

Conservation Of Resources ◽

Research Model ◽

Role Performance ◽

Content Type ◽

Bank Employees ◽

The Impact

Purpose The purpose of this paper is to propose a research model that investigates work engagement as a mediator of the effect of family support on proclivity to leave work early, in-role performance (IRP), service recovery performance (SRP) and extra-role performance (ERP). The research model also examines work engagement as a mediator of the impact of self-efficacy on the aforesaid outcomes. In addition to these relationships, the study assesses self-efficacy as an underlying mechanism linking family support to work engagement. Design/methodology/approach The authors employed a time-lagged design. Specifically, data were obtained from frontline bank employees (FBEs) in Russia in three waves, within one week time intervals. FBEs’ performance outcomes were rated by their managers. Findings As hypothesized, self-efficacy and family support foster FBEs’ work engagement, which in turn reduces proclivity to leave work early and activates IRP, SRP and ERP. In line with the study predictions, the findings highlight the impact of self-efficacy in the intermediate linkage between family support and work engagement. Practical implications Management should organize workshops where FBEs’ family members are invited to participate. In such workshops, they can understand the nature of frontline service jobs in the competitive banking environment and are expected to provide support to FBEs. This is significant because family support influences work engagement directly and indirectly through self-efficacy and affects the above-mentioned performance outcomes only via work engagement. Training programs should not only focus on the development of knowledge, skills and abilities for service delivery and complaint handling but also center on the costs arising from nonattendance behaviors/intentions. As a result, these programs should make FBEs minimize such intentions. Originality/value Work engagement is still a timely topic and there have been calls for the identification of factors influencing work engagement and its consequences among frontline employees. Therefore, our study uses family support and self-efficacy as the two crucial resources that can influence employees’ positive psychological states and their work performance. Further, using solid theoretical underpinnings such as conservation of resources, social information processing, and job demands-resources theories, our study is the first to link family support and self-efficacy to multiple performance outcomes and nonattendance intentions via work engagement among FBEs.

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Work Engagement, Self Efficacy and Job Satisfaction of Professional Educators

Budapest International Research and Critics in Linguistics and Education (BirLE) Journal ◽

10.33258/birle.v4i2.1839 ◽

2021 ◽

Vol 4 (2) ◽

pp. 766-774

Author(s):

Trisnadi Tarigan ◽

Dimyati Dimyati

Keyword(s):

Job Satisfaction ◽

Human Resources ◽

Social Welfare ◽

Work Engagement ◽

Self Efficacy ◽

Professional Educators ◽

Intellectual Capacity

Teachers as professional educators have an important role in developing human resources. The task of the teacher is not only as a teacher but also as an educator, so that in addition to having the task of strengthening the intellectual capacity of students, it is also responsible for the formation and development of the personality capacity and abilities of students cognitively, affective and psychomotor. However, apart from these assignments, teachers still have various problems related to excessive workloads and quality demands that are not comparable to the economic and social welfare they receive and problems with politicization of teachers. This problem simultaneously affects work engagement, self-efficacy and job satisfaction of professional educators. Even though work engagement.

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The Influence of Psychological Capital and Workplace Well-Being on Work Engagement of Bank Employees

International Journal of Research and Review ◽

10.52403/ijrr.20210555 ◽

2021 ◽

Vol 8 (5) ◽

pp. 449-457

Author(s):

Osa Dyahayu Kalmudojati

Keyword(s):

Theoretical Model ◽

Human Resources ◽

Work Engagement ◽

Empirical Model ◽

Psychological Capital ◽

Well Being ◽

Bank Employees ◽

Work Attachment ◽

Customer Demands

The challenge comes from increasingly fierce business competition and increasingly varied customer demands for products and services. Therefore, apart from capital and technology, banks also need the support of reliable human resources. The purpose of this study was to determine empirically whether there was any influence between psychological capital and workplace well-being on the work engagement of employees at the Bank. This study involved 134 respondents. The results obtained indicate that the empirical model obtained is in accordance with the theoretical model that was built. The variables of psychological capital and workplace wellbeing together influence work attachment to Bank employees. Keywords: Psychological Capital, Workplace Well-Being, Work Engagement.

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The role of financial knowledge in realizing financial behavior: is it any mediating effect of financial attitudes and self-efficacy?

Asian Management and Business Review ◽

10.20885/ambr.vol1.iss2.art5 ◽

2021 ◽

Vol 1 (2) ◽

pp. 128-143

Author(s):

Ardiana Maulida H ◽

Indarto Indarto ◽

Aprih Santoso

Keyword(s):

Direct Effect ◽

Financial Management ◽

Self Efficacy ◽

Sample Selection ◽

Mediating Effect ◽

Financial Accounting ◽

Financial Knowledge ◽

Financial Behavior ◽

Financial Attitudes ◽

Significant Direct Effect

The purpose of the study was to analyze the effect of financial knowledge on financial behavior with financial attitudes and self-efficacy as mediating variables. The population of this research is that all students in Semarang are unknown. The number of respondents to 96 people. The sample selection method is purposive sampling, namely: students have taken courses in financial management and intermediate financial accounting and the analytical tool used in this study was Warp PLS version 5.0. The results showed that financial knowledge has a positive and significant direct effect on financial attitudes, self-efficacy and financial behavior of students in Semarang City, so that the proposed hypothesis can be accepted. Financial attitudes and self-efficacy have a positive and significant direct effect on the financial behavior of students in Semarang City, so that the proposed hypothesis can be accepted. Financial attitudes and self-efficacy do not mediate the effect of financial knowledge on financial behavior of students in Semarang City.

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Impact of Locus Control and The Work Environment on Employee Performance with Self-Efficiency as a Mediation in Paper Companies in East Java

Ilomata International Journal of Management ◽

10.52728/ijjm.v2i2.219 ◽

2021 ◽

Vol 2 (2) ◽

pp. 82-92

Author(s):

Maya Ida Kesumawatie ◽

Roy Sumaryono ◽

Teguh Herdijanto

Keyword(s):

Locus Of Control ◽

Human Resources ◽

Work Environment ◽

Self Efficacy ◽

High Performance ◽

Employee Performance ◽

Vital Role ◽

Significant Positive Effect ◽

And Performance ◽

Positive Effect

Human resources have a vital role in every organization to survive in the increasingly tough competition. The sophistication of communication technology and its methods will not be meaningful if the existing human resources are not skilled in using all existing facilities. Every existing organization needs human resources which have high performance. This study aimed to determine the effect of locus of control and work environment on employee performance with self-efficacy as a mediating variable. In this study, the dependent variable is employee performance, while the independent variable is the locus of control and work environment and self-efficacy as an intervening variable. This research was conducted at a paper company in East Java. The data collection method was carried out by using a census technique using a questionnaire so that the sample amounted to 100 respondents. The results showed that locus of control had a significant positive effect on self-efficacy but had no significant effect on employee performance. The work environment had a significant positive effect on employee self-efficacy and performance. In contrast, self-efficacy had a significant positive effect on employee performance and was an intervening variable between locus of control and employee performance. employee performance.

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