Abstract
HIWP must be implemented in order to have an impact on employee performance satisfaction. The purpose of this study was to examine the relationship between high-involvement work practices (HIWP) and job satisfaction with the mediating effect of employee engagement; HIWPs consist of four main attributes: (a) power (b) information (c) reward (d) knowledge, convenience sampling was used and data were collected through questionnaires from 185 organizational respondents in the banking sector. Regression analysis was used to test the hypothesis and Andrew F. Hayes model 4 was used to examine the mediating effect. The results showed that there was a significant relationship between the mediating variables and the effect of employee engagement. This study expands on HIWP employment and job satisfaction. The practical implication of this research is to measure the level of job satisfaction of employees by using HIWP can be implemented for managers and employees.
Highlights
High engagement work is basically a set of applications used to improve employees'jobs by making their skills better, by motivating and sharing information with them and empowering them to achieve the best organizational performance which will further help to capture a competitive advantage. (Ulum, 2012)
The purpose of this study was to examine the relationship between highinvolvement work practices (HIWP) and job satisfaction with the mediating effect of employee engagement; HIWPs consist of four main attributes: (a) power (b) information (c) reward (d) knowledge, convenience sampling was used and data were collected through questionnaires from 185 organizational respondents in the banking sector
The practical implication of this research is to measure the level of job satisfaction of employees by using HIWP can be implemented for managers and employees
Summary
High engagement work is basically a set of applications used to improve employees'jobs by making their skills better, by motivating and sharing information with them and empowering them to achieve the best organizational performance which will further help to capture a competitive advantage. (Ulum, 2012). These practices are carried out to increase the capacity of employee participation in the decision-making process to increase employee’s level of commitment to better organizational growth. Power is about participation in decision making, information sharing among employees, and rewards are about rewarding employees for good work done. Power means that organizations give their employees a sense of authority to engage in the process of decision-. Available Online: https://dinastipub.org/DIJEMSS making to improve their productivity to improve their work jobs (Tahir, 2013). This statement does not say that employees are given full or final authority and that they are not responsible for all of their decisions and results
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