Can Human Resource Practice and Job Characteristics Increase Employee Engagement and Organizational Commitment? Empirical Study from a Coal Mining Company in Indonesia

Muhammad Baiquni

doi:10.5171/2020.393044

Abstract

Can Human Resource Practice and Job Characteristics Increase Employee Engagement and Organizational Commitment? Empirical Study from a Coal Mining Company in Indonesia

Highlights

Management theories that exist at either the micro or the macro level predict that investments in human resource (HR) management can improve corporate performance (Crook et al, 2011)
A descriptive analysis was conducted to describe the demographic profile of the respondents and the descriptive data
The results indicate that research on organizational commitment and employee engagement can be developed further to provide additional information for practitioners to develop an approach within the organization

Summary

Introduction

Management theories that exist at either the micro or the macro level predict that investments in human resource (HR) management can improve corporate performance (Crook et al, 2011). These theories imply that HRs are important elements in influencing the course of an organization. The company must be able to design strategic HR systems and practices that can develop employees’ competencies and commitment, especially in an era of turbulence, economic downturns, and intense competition. Despite the difficulties that a company may encounter, strategic HR management practices that start from planning, development, and retaining employees should be implemented

Methods

Results

Conclusion