Effect Of Employee Engagement Research Articles

The Effect of Employee Engagement, Job Satisfaction, and Superior-Subordinate Relationships on the Desire to Change Job and its Implications in Employee Resignation

Purpose: This research aimed at (1) analyze the effect of work engagement, job satisfaction and superior-subordinate relations on the desire to change jobs; (2) analyze the effect of the desire to change jobs, work engagement, job satisfaction and the relationship between superiors and subordinates on employee resignation. Material and Method: This research was a quantitative research design. The sources of data used were primary data and secondary data. The sample used was health workers’ employees (doctors, nurses, midwives, analysts and pharmacists) in a private hospital in Denpasar, totaling 83 people. The data collection technique used was a questionnaire. While, the data analysis technique used was Partial Least Square (PLS). Findings: The result of this research showed that (1) work engagement has a negative and significant effect on employees' desire to change jobs; (2) Job satisfaction has a negative and significant effect on employees' desire to change jobs; (3) The relationship between superiors and subordinates has a negative and significant effect on employees' desire to change jobs; (4) Desire to change jobs has a positive and significant effect on employee resignation; (5) Work engagement has a negative and significant effect on employee resignation; (6) Job satisfaction has a negative and significant effect on employee resignation; (7) The relationship between superiors and subordinates has a negative and significant effect on employee resignation. Research practical & Social Implication: This implication is to give understanding the effect of work engagement, job satisfaction and superior-subordinate relations on the desire to change jobs; the effect of the desire to change jobs, work engagement, job satisfaction and the relationship between superiors and subordinates on employee resignation. Originality/value: The phenomenon of employee resignation is also faced by a private hospital (RS) in the Denpasar city every year. The phenomenon that occurs is the high level of desire to change jobs. The high rate of employee resignation is a serious problem in this private hospital, the management has invested a lot of money for various costs such as education, training and so on which is basically to increase employees’ knowledge and skills.

Effects of employee engagement on organizational performance: case of public universities in Ethiopia

The objective of this research is to examine the impact of Employee Engagement on Organizational Performance within Public Universities in Ethiopia. It aims to explore the relationship between employee engagement and the overall performance of these institutions, specifically focusing on public universities. By providing significant insights and recommendations, this research will contribute towards the development of strategies that can enhance employee engagement and improve the overall performance of Ethiopian public universities. The study utilized both quantitative and qualitative approaches, employing descriptive and explanatory research designs. To gather data, three Ethiopian universities were selected based on their establishment date, and a random selection technique was used to include 365 personnel in the sample. Descriptive statistical tools like mean and standard deviation were employed, while structural equation models were utilized for confirmatory factor analysis and path analysis. The study's findings indicate that vigor, dedication, and absorption all have a significant and favorable impact on organizational performance in higher education. The study findings also indicate that the performance of study institutions differs based on the extent of employee involvement. This research introduces a fresh perspective of the relationship between employee engagement and organizational performance by concentrating specifically on the context of public universities in Ethiopia. This sheds light on the distinctive dynamics and obstacles encountered by these institutions. Furthermore, the study adds to the current body of knowledge by exploring the relationship between employee engagement and organizational performance, offering valuable insights and suggestions to enhance performance in the setting of Ethiopian public universities.

The Effect of Employee Engagement, Marketing Capability and Innovation on Sustainable Customer Loyalty among MSMEs Customers in Indonesia

The Effect of Employee Engagement, Marketing Capability and Innovation on Sustainable Customer Loyalty among MSMEs Customers in Indonesia

The dual impact of job variety on employee happiness and stress: the mediating role of employee engagement and burnout

PurposeThe objectives of this study are twofold: firstly, to examine the effect of job variety on employee engagement and job burnout, and the effect of employee engagement and job burnout on employee happiness and job stress, respectively. Secondly, it examines the mediating role of employee engagement between job variety and employee happiness, as well as the mediating role of job burnout between job variety and job stress.Design/methodology/approachData were collected from front-line nurses working in the health sector in Pakistan's major cities. A total of 169 samples were collected using online and face-to-face data collection approaches. The theoretical model was tested using the Partial Least Squares Structural Equation Modeling (PLS-SEM) in SmartPLS 4.0.FindingsThe findings of this study highlight that job variety has a positive impact on employee engagement, which in turn leads to employee happiness among professional frontline nurses. Additionally, job variety as a demand increases employee burnout, which subsequently increases frontline nurses' job stress. The results also indicate that employee engagement mediates the relationship between job variety and employee happiness, while burnout mediates the relationship between job variety and job stress.Originality/valueTo date, there has been little research investigating the dual impact of job variety, leaving a significant gap in the existing literature. This study aims to address this gap and provide implications for both academics and HR managers by challenging the misconception that job variety is always a positive job resource.

The Effect Of Employee Engagement and Corporate Culture on Job Satisfaction at PT. Oemah Insan Mandiri

The Effect Of Employee Engagement and Corporate Culture on Job Satisfaction at PT. Oemah Insan Mandiri

The Effect of Employee Engagement and Work-Life Balance on Employee Performance with Job Satisfaction as a Mediating Variable at PT. Senora Putera Mandiri

The purpose of this study was to analyze empirical evidence regarding the effect of employee engagement and work-life balance on employee performance through job satisfaction as a mediating variable at PT. Senora Putera Mandiri. The population in this study is a non-probability sampling type, namely saturated sampling (census), namely a sampling method in which all members of the population are used as samples. So that the sample used in this study amounted to 55 employees. The data analysis method used is the Structural Equation Model (SEM) technique using path analysis and regression through first order confirmatory testing where measurements are only made through indicators which are then processed with the help of the SmartPLS program. The results of this study indicate the effect of employee engagement on employee performance through job satisfaction at PT. Senora Putera Mandiri has no effect and no significant results.

The Effect of Employee Engagement and Physical Work Environment on Employee Performance at PT PLN (Persero) Sulselrabar Main Distribution Unit

This study aims to determine the effect of employee engagement and physical work environment on employees' performance at PT PLN (Persero) Sulselrabar Main Unit. PT PLN (Persero) as a state company that is currently not only paying attention to the social mission in providing electric power services to all Indonesian citizens is also experiencing the VUCA phenomenon. Based on the results of hypothesis testing, the results show that employee engagement and the physical work environment have a positive and significant effect on employees' performance. The coefficient of determination using R2 shows that there is an effect of 91.6% on employee engagement and physical work environment on employees' performance. This research concludes that the effect of employee engagement and physical work environment on employees' performance at PT PLN (Persero) UID Sulselrabar simultaneously and partially, namely employee engagement has a t-statistics value of 5.484 and a p- value of 0.00, so partially employee engagement has a significant positive effect on employees' performance; the physical work environment has a t-statistics value of 9.748 and a p-value of 0.00, so partially the physical work environment has a significant positive effect on employees' performance; employee engagement and physical work environment have an R-square value of 0.916, so simultaneously the influence of employee engagement and physical work environment on employees' engagement has a strong influence of 91.6%.

The Effect of Employee Engagement on Employee Performance in Ghana's MSMEs Sector During Covid-19: The Moderating Role of Job Resources

Micro, small and medium enterprises (MSMEs) across the globe have been the major victims of the COVID-19 pandemic, which has plunged the business world into a serious crisis. However, Employee Engagement (EE) has been labeled as an essential nutrient that organizations need in order to survive in these turbulent times. This study was to examine the effect of EE on Employee Performance during the COVID-19 pandemic and how this relationship is moderated by job demands. The study used a sample size of 395 respondents who were chosen from a variety of MSMEs via a convenience sampling method. The study used a survey questionnaire approach as the main method for collecting primary data. The result of the correlation analysis showed that there was a significant relationship between EE and employee performance. It was revealed that job resources moderated the relationship between EE and employee performance. Finally, the result showed that job resources had a significant effect on EE. Thus, it can be concluded that, in the face of COVID-19, EE is a significant predictor of the performance of employees in the MSMEs sector.

The Effect of Employee Engagement on Employee Performance in Ghana’s MSMEs Sector during COVID-19: The Moderating Role of Job Resources

Small, micro, and medium enterprises (MSMEs) across the globe were largely affected by the COVID-19 pandemic, which has plunged the business world into a serious crisis. However, Employee Engagement (EE) has been labeled as an essential nutrient that organizations need in order to survive in these turbulent times. This study was to examine the effect of EE on Employee Performance during the COVID-19 pandemic and how job resources moderate this relationship. The study used a sample size of 395 respondents who were chosen from a variety of MSMEs via a convenience sampling method. The study used a survey questionnaire design as the main method for collecting primary data. The results of the correlation analysis showed a statistical significant correlation between EE and employee performance. It was revealed that job resources moderated the relationship between EE and employee performance. Finally, the result showed that job resources had a significant effect on EE. Thus, it can be concluded that, in the face of COVID-19, EE is a significant predictor of the employees in the MSMEs sector performance.

The effects of employee engagement on workplace motivation, growth opportunities, and retention pattern

The effects of employee engagement on workplace motivation, growth opportunities, and retention pattern

Pengaruh Work Life Balance, Employee Engagement Dan Lingkungan Kerja Islami Terhadap Kinerja Karyawan Dengan Kepuasan Kerja Sebagai Variabel Intervening Pada Karyawan Kopontren Baitul Muamalat Al Hikmah Blora

This study aims to identify the effect of work life balance, employee engagement and Islamic work environment on employee performance with job satisfaction as an intervening variable for employees of the Baitul Muamalat Al Hikmah Blora Kopontren. The method used in this research is a questionnaire. The sample of this study amounted to 55 respondents with purposive sampling technique. The conclusion of this study is that work life balance has a significant positive effect on employee performance, employee engagement has a significant positive effect on employee performance, Islamic work environment has a significant positive effect on employee performance, job satisfaction has a significant positive effect on employee performance, work life balance has a positive effect but not significant effect on employee performance, employee engagement has a positive but not significant effect on employee performance, Islamic work environment has a significant positive effect on employee performance, job satisfaction is able to mediate the effect of work life balance on performance, job satisfaction is able to mediate the effect of employee engagement on performance, job satisfaction is able to mediate the influence of the Islamic work environment on performance.

The Influence of Employee Engagement on Organizational Performance: A Systematic Review

Employee performance is primarily the result of achievements in the workplace. Performance refers to sticking to plans while aiming for results. The study used a systematic literature review (SLR) to understand the factors affecting organizational performance and employee engagement from some literature published in databases of well-known journals such as Emerald, Wiley, Scopus, SAGE, and Google Scholar from 2010 to 2022. The goal is to reflect the factors that influence the impact of employee engagement on organizational performance. The results showed a significant relationship between the effect of employee engagement on organizational performance with p < 0.01. Employee engagement and organizational performance have nine categories: PsyCap, job fit, internal communication, commitment, motivation, Personality, Employee Satisfaction, retention, and Performance. Even though most of the research sources have come from the United States, the study highlighted the relationship between employee engagement and organizational performance, followed by England, China, India, and Spain. The limitation of this study is that this study is limited to subjects that discuss the impact of employee engagement and organizational performance.

The Effect of Work life Balance and Employee Engagement on Work Professionalism for Female Teachers at SMAN 5 Tasikmalaya

Currently, working women have become commonplace. Women do not only do activities at home but also do activities outside the home to work and earn income. The purpose of this study was to determine the effect of work-life balance and employee engagement on the professionalism of female teachers. The research method used was descriptive and verified with a population of 45 people, while the sampling method used a saturated sample so that the number of research samples was the same as the total population. This research was conducted at SMAN 5 Tasikmalaya. The result of the research is that it is found that work-life balance has a positive effect on work professionalism. The next finding is the effect of employee engagement on work professionalism for female teachers. The last finding is that there is a joint positive influence on work-life balance and employee engagement on the professionalism of teachers' work.

Employee engagement, its antecedents and effects on business performance in hospitality industry: a multilevel analysis

PurposeEmployee engagement serves as a critical strategy for tourism and hospitality organizations to support their employees and fight adversity. This study aims to investigate the antecedents and effects of employee engagement and examine innovative behavior as a linchpin mechanism for the relationship between organizational engagement culture and organizational performance.Design/methodology/approachThis study analyzed the antecedents and effects of employee engagement through a hierarchical linear model that considers both organizational- and individual-level factors. The data was collected through a questionnaire survey from employees of 39 hotels in Guangzhou, China.FindingsThe results confirmed the significant positive effect of organizational empowerment, leadership and collaboration atmosphere on employment engagement. An individual’s perception of rewards and recognition, distributive justice and procedural justice significantly affected employee engagement. It was also confirmed that employee engagement ultimately improved performance outcomes at the individual and organizational levels. Additionally, the mediation effect of organizational innovation culture on the relationship between organizational employee engagement and organizational performance was confirmed.Practical implicationsOrganizations can improve their performance by enhancing employee engagement, which in turn, can be encouraged by empowering leadership and organizational collaboration culture. Organizations can also improve their performance by providing rewards and recognition appreciated by employees and ensuring justice to them.Originality/valueThis research contributes to the literature on employee engagement in the hospitality industry by demonstrating how organizational performance can be improved through employee engagement using a multilevel model. The findings highlight that organizations with engaged employees are more likely to achieve an innovative culture, which in turn, leads to organizational success. This study also confirmed that empowerment, leadership and collaboration culture help improve organizational performance in the hospitality industry.

The Impact Of High Work Performance Practices On Hospital Employee Performance: The Mediation Moderation Of Employee Engagement And Employee Extra Role

Purpose – This study aimed to determine the determinants of employee performance at Zainoel Abidin General Hospital, and how it affects the employee performance at this hospital. In addition, to find out whether the extra role can serve as a moderating variable on the influence of high-performance work practices on employee performance. Design/methodology/approach – The sampling technique used in this study is simple probability sampling. The sample count is 217, calculated using the Slovin formula with an error rate of 5%. Primary data collection is carried out using a 5-point questionnaire on the Likert scale and depth interview with several key informants information from the in-depth interview can also be used to support finding from quantitative analysis. It is processed using AMOS 26.0. Findings – There is a significant effect of high-performance work practices (HWP) on employee engagement and employee performance. The effect of employee engagement on employee performance is also significant. When compared between these two determinant variables and their effect on employee performance, the high-performance work practice (HWP) has a larger magnitude so that the impact on improving employee performance will be greater than employee involvement. The results of testing moderating hypotheses also show significant results. The employee's extra role can increase the magnitude of the influence of high-performance work practices on employee performance and employee involvement in employee performance. Limitations/research implications – Future research can develop a wider sample of hospital customers that is not only limited scope in one city but several cities within the Aceh province so that the findings will be more comprehensive. Originality/value – During this time, most strategic HWP research focused more on the manufacturing sector that cannot be generalized to the service sector because of its different characteristics. In this study, the author applied the concept of HWP to the service sector (health services in hospitals).

Corporate Entrepreneurship and Innovation Performance: The Mediating Effect of Employee Engagement through Leader’s Supervision

The purpose of this paper was to investigate the mediated moderating effect of employee engagement (EE) by leader’s supervision in the effects of corporate entrepreneurship (CE) on innovation performance (IP). The study applied the cross-sectional analysis with our own survey that provided the data for this design. A total of 248 participants (12 managers, and 236 employees) were recruited for this study. The relationship of CE and IP was mediated by EE. Additionally, leader’s supervision moderated the relationship between CE and IP. Furthermore, leader’s supervision had a mediated moderation effect from CE to the IP, through the EE. The significance of this study lies in its contribution to CE, IP, EE and leader’s supervision literatures. It was revealed that CE behavior was found in the organizational learning processes that strengthen employees’ ability to analyze markets and formulate new products.

Determinants of Organizational Commitment through Job Satisfaction as an Intervening Variable

The purpose of this research is to analyze the effect of Employee Engagement, Quality of Work Life on Organizational Commitment through Job Satisfaction as an intervening variable of PT. Communication
 This type of research is quantitative. The source of this research data is primary data that comes from the sample, namely the employees of PT. communication. The sampling technique in this study used saturated sampling which was distributed to all employees as many as 97 respondents. This study uses the path analysis method (path analysis) which is obtained using the Smart PLS application.
 The results of this study indicate that Employee Engagement, and Quality of Work Life have a positive and significant effect partially and simultaneously on Job Satisfaction. And Employee Engagement, Quality of Work Life, and Job Satisfaction have a positive and significant effect partially and simultaneously on Organizational Commitment, and it can be concluded that the Satisfaction variable as an intervening variable can mediate Employee Engagement, and Quality of Work Life has a positive and significant effect on Organizational Commitment. at PT. communication.

The Effect of Employee Engagement and Career Development on Employee Performance Mediated By Work Motivation At Large Center for Training and Empowerment of Village Communities, Disadvantaged Regions and Transmigration Yogyakarta

The purpose of this study was to examine and analyze the effect of employee engagement and career development on employees mediated by work motivation at training centers and empowerment of rural communities, disadvantaged areas and transmigration in Yogyakarta. This study was applied to 55 respondents who are civil servants at the training and empowerment center for rural communities, disadvantaged areas and transmigration in Yogyakarta. In this study, all samples, namely Civil Servants, were used as respondents, so the sampling technique used was Census. “Tests in this study were carried out using the SmartPLS 3.3.3 software. And the research results are as follows: (1) Employee Engagement has a positive and significant effect on employee performance, (2) Career Development has a positive and significant effect on employee performance.

The Effect of Employee Engagement and Career Development on Employee Performance Mediated By Work Motivation At Large Center for Training and Empowerment of Village Communities, Disadvantaged Regions and Transmigration Yogyakarta

The Effect of Employee Engagement and Career Development on Employee Performance Mediated By Work Motivation At Large Center for Training and Empowerment of Village Communities, Disadvantaged Regions and Transmigration Yogyakarta

Peran Keterlibatan Karyawan, Lingkungan Kerja dan Pembelajaran Organisasi Terhadap Komitmen Organsisasi

This research aims to find out the effect of employee engagement, work environment, and organizational learning on the organization's commitment to manufacturing companies in The East Jakarta Industrial Park (EJIP) Bekasi Industrial Estate. This research is with a quantitative approach, and this type of research is explanatory research. The study was conducted on 17 manufacturing companies in the EJIP Bekasi industrial area with a population of 2757 employees with a sample of 350 respondents. Data processing uses SPSS and Structural Equation Modeling (SEM) programs with Lisrel software. The results showed that employee involvement in the company has a positive and significant effect on organizational commitment. The work environment has a positive and significant on employee commitment. Organizational learning has a positive and significant on organizational commitment. This research advice, the company engages employees in various tasks will provide an opportunity to optimize its potential and will add a sense of belonging to the company. Improvements in the physical and non-physical work environment, create a calm and conducive work atmosphere to increase organizational commitment. Likewise, the application of organizational learning for employees needs to improve their knowledge, skills, and expertise. Leaders need to support organizational learning for employees. They have a self-development program and increase the organization's commitment.