Abstract
<p><em>Discussion of the integrative model of high-performance work systems experienced by employees (experienced HPWS) and the perceived organizational support simultaneously test for positive and negative effects on perceived workload (PW). A recent study shows the situation that occurs in the company where employees feel burdened by the workload they have and do not get additional compensation for the excess work they do. As a company, Bayer Indonesia regularly conducts surveys to assess several aspects, including employee engagement. Based on the 2020’s employee survey result, employees perceive their current workload to be relatively high, which is evaluates as a result of processes, policies, and systems that occur in the company. This research is using Job Demands (JD) and Psychological Empowerment (PE) as a mediating. This research is an empirical study using quantitative data using a one-time data collection from survey to 200 employees. Data analysis using Structural Equation Model (SEM) -AMOS 22 software. The research has expected to provide insights to the respective company to evaluate existing policies and consider making programs that improve engagement and performance. In addition to these objectives, this study's results can add references for other researchers who want to do similar research or its modifications.<br /><br /></em></p>
Highlights
A quarter of all employees view their jobs as the number one stressor in their lives, according to the Centers for Disease Control and Prevention
In a study conducted by IBM Institute for Business Value in late 2015, a survey of 5,247 business executives from 21 industries in over 70 countries reported that the “scope, scale and speed” of their businesses were increasing at an accelerated rate, especially as the competitive landscape becomes increasingly disrupted by technology and radically different business models
Hypothesis 1 reads: There will be a negative relationship between perceived organizational support (POS) and perceived workload (PW) is mediated by psychological empowerment (PE)
Summary
A quarter of all employees view their jobs as the number one stressor in their lives, according to the Centers for Disease Control and Prevention. Based on the search results, it was found that empirical research conducted by (Liu et al, 2020), which positions perceived workload as the dependent variable, experienced HPWS as an independent variable, as well as two mediating variables (perceived organizational support, and psychological empowerment). The model uses five variables, consisting of one dependent variable (perceived workload), two independent variable (experienced HPWS) and perceived organizational support (POS) and two mediating variables psychological empowerment, and job demands. Based on the results of this study, the first hypothesis is compiled as follows: Hypothesis 1: There will be a negative relationship between perceived organizational support (POS) and perceived workload (PW) is mediated by psychological empowerment (PE). Based on the results of this study, a second hypothesis is compiled as follows: Hypothesis 2: The relationship between perceived organizational support (POS) and perceived workload (PW) are positively related is mediated by job demand (JD).
Sign-in/Register to view highlights & summary Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
