Role Of Job Engagement Research Articles

The Role of Job Engagement in Mediating Work Life Balance in Turnover Intention

Gen Z is a generation that has difficulty experiencing job satisfaction. Gen Z tends to have the intention to reach the highest peak in a job. Therefore, Gen Z has a tendency to leave the company and look for alternative jobs in other workplaces. This study aims to determine the effect of work life balance on turnover intention through job engagement for Gen Z employees in Surabaya. This research method uses quantitative analysis techniques to test hypotheses and test mediation or path analysis. The results of this study found that work life balance and job engagement have a simultaneous effect on turnover intention variables.

The Role of Job Crafting and Job Engagement in The Effect of Organizational Commitment on Job Performance

In this study, it is aimed to determine the effect of organizational commitment on job performance, job engagement and job crafting, and to test whether there is a mediating effect of job crafting and job engagement in the interaction between organizational commitment and job performance, with hypotheses based on theoretical grounds. In this study, a quantitative method was used as a research approach. This study was conducted with data collected from 512 employees in an institution operating in the public sector. As a result of the research, it has been revealed that organizational commitment has a positive effect on job performance. It has been observed that organizational commitment affects job performance in the same direction and job crafting plays a partial mediator role in this effect. In addition, the role of job engagement between organizational commitment and job performance was examined. As a result of this analysis, job engagement plays a partial mediator role between these two variables. In the context of all these results, it has been determined that job crafting and job engagement are effective mediating variables between organizational commitment and job performance.

Organizational career development and retention of millennial employees: the role of job engagement and organizational engagement

PurposeThe study examines the mediating mechanisms of job engagement (JE) and organizational engagement (OE) in the relationship between organizational career development (OCD) and retention of millennial employees.Design/methodology/approachData from a total of 422 employees working in information technology organizations in India were collected through a structured questionnaire survey and subjected to analysis using structural equation modelling (SEM) with a confidence level of 95 percent. The convenience sampling technique for collecting data and descriptive research design was used in the study.FindingsResults of SEM indicate that there is a positive relationship between OCD and employee retention (ER), which is mediated by JE and OE partially.Originality/valueThe study contributes by establishing the mediating role played by JE and OE in the relationship between OCD and ER.

Does perceived supervisor support reduce turnover intention? The mediating effects of work engagement among healthcare professionals.

The study's value is based on a complete understanding of the employee polychronicity-employee intention to leave the relationship in the health care sector. This study examines (1) the role of job engagement in alleviating the relationship between employee polychronicity and intention to leave, and (2) the moderating impact of perceived supervisor support as a relationship. This study employed a cross-cultural research design and collected data from nurses working in public sector hospitals. Through job engagement and perceived supervisor support (PSS), the effect of nurses' polychronicity on turnover intention was examined using the PLS-SEM approach. The findings of this study demonstrate that employee polychronicity has an impact on employee turnover. Employee engagement appears to operate as a mediator in the association between employee polychronicity and intention to leave and a moderating effect of PSS. By emphasizing employee engagement as a mediator and moderating role, the perceived supervisor supports the association between polychronicity and intention to leave of nurses. This study offered a crisp perspective on the complexities of the links between polychronicity, engagement, perceived organizational support, and employees' intention to leave.

Corporate Social Responsibility and Project Success: The Role of Job Engagement and Organizational Culture

Corporate Social Responsibility and Project Success: The Role of Job Engagement and Organizational Culture

The Role of Job Engagement as a Mediator in the Influence Between Psychological Capital and Performance

Several studies show that work engagement acts as a mediator between psychological capital and social support on performance (Bakker & Demeuroti, 2019). The aim of this researcher is to determine the role of work engagement as a mediator in the relationship between psychological capital and social support on performance. The subjects in this study were employees of PT. Adhibaladika Agung. From a total population of 311 employees, as many as 175 people were sampled in this study. The data collection technique used in this study was purposive sampling. The analysis technique in this study uses the SmartPLS program and before being analyzed, it is done first to check whether there are operational items that fail or not using Statistical Product and Service Solution (SPSS). The results of this study indicate that all variables have a significant influence or can also be called 7 of 7 accepted research hypotheses. In practice, the seven hypotheses that have been proven to be accepted and show a significant value will certainly be very useful as a reference for companies to increase psychological capital, social support, work engagement and employee performance. Each endogenous variable that wants to be improved is recommended with a different solution in aspects related to its endogenous variable or it can be concluded that t count from H1 is the Psychological Capital variable on Performance = 13.346 (solution: training), H2 is the Social Support variable on Performance = 5,382 ( solution: role model), H3 is Psychological Capital variable on Work Engagement = 3,308(solution: training), H4 is Social Support variable for Work Engagement = 2,397 (solution: role model), H5 is Work Engagement variable on Performance = 7,840 (solution : rewards and punishments). This research also proves that the JD-R Model is still valid today.

The Role of Job Engagement in Achieving Organizational Excellence: A Field Study at the Iraqi Residency Affairs Directorate

The current research aims to define the role of job engagement in achieving organizational excellence, as the job engagement variable, depending on the (Rich, 2010) model, included the dimensions (cognitive engagement, emotional engagement, physical engagement), while organizational excellence the researcher relied on the model (Baldrige, 2011- 2012) dimensions (organization leadership, strategic planning, customer focus, information and method of analysis, human resources, operations management, business results),These variables have been studied in the Directorate of Residency Affairs, which is one of the specialized directorates in the Iraqi Ministry of Interior, and the research was relied on the questionnaire as a main tool for measurement and data collection, relying on the method of random sample in its distribution, as it included (45) questions, as well as the method of the personal interview. To support the results of the questionnaire and achieve the greatest degree of realism in data collection, the sample included (206) individuals out of a total of (400) and were selected according to the sample calculation formula (Stephen Thompson) and were distributed directly to the respondents as (190) were retrieved and the number of the questionnaires were valid for analysis. Statistical (180) questionnaires, and in order to analyze the research data, the researcher used ready-made statistical programs (SPSS v.25 AMOS v.25), and among the most important statistical methods used in the analysis are "Alpha Cronbach scale, Spearman-Brown correlation coefficient, confirmatory factor analysis, the mean." Arithmetic, standard deviation, coefficient of variation, relative importance, Pearson correlation coefficient, simple regression coefficient, multiple linear regression. The research reached a number of results and recommendations, including that the Iraqi Residency Affairs Directorate showed interest in organizational excellence, so it directed job engagement to enhance it well in addition to directing emotional absorption, cognitive engagement and physical engagement directly to improve the required organizational excellence, as these results were in conformity with the hypotheses, Where there is a statistically significant relationship between job engagement and organizational excellence.

Employee-fit and turnover intentions: The role of job engagement and psychological contract violation in the hospitality industry

The primary goal of this study is to develop and test a comprehensive model concerning the association between employee-fit and turnover intention (TI) in the hospitality industry. A multi-wave survey was conducted in the metropolitan cities of Pakistan to collect data from 362 frontline hotel industry employees. The findings reveal that person-organization (P–O) fit and person-job (P-J) fit are negatively associated with employee TI in the hospitality industry, while employee engagement plays the underlying mediating role in these relationships. In addition, the psychological contract violation (PCV) has been found as a boundary condition to our proposed linear relationships such that the indirect effects of P–O fit and P-J fit on employee TI are weaker for the employees having high PCV. Theoretical and practical implications for the hospitality industry as well as limitations and future research directions have been discussed.

The Influence of Perceptions of Promotion Opportunities on Job Performance and Its Mechanisms: A Case Study of Chinese Junior Civil Servants

ABSTRACT Although existing literature has stressed the influences of various factors on job performance, the influence of the perceptions of promotion opportunities on job performance is frequently disregarded in the majority of studies on public sector human resource management. Using the survey data from Chinese junior civil servants, the study revealed that perceptions of promotion opportunities can directly influence both task performance and contextual performance, and perceptions of promotion opportunities can strengthen task performance and contextual performance by the mediating role of job engagement. It was also indicated that perceptions of promotion opportunities were influenced by rank, supervisor-subordinate relationships, and promotion justice. Thus, the study developed a conceptual framework that included the variables laid-above to understand the mechanisms of the influence of perceptions of promotion opportunities on job performance.

항공사 승무원의 감정노동이 직무성과 및 이직의도에 미치는 영향 : 직무열의의 매개효과

항공사 승무원의 감정노동이 직무성과 및 이직의도에 미치는 영향 : 직무열의의 매개효과

Job Engagement as a Mediator of the Relationship between Organizational Agility and Organizational Performance: A Study on Teaching Hospitals in Egypt

Purpose: The purpose of this study is to examine the moderating significant role of Job Engagement (JE) in the relationship between Organizational Agility (OA) and Organizational Performance (OP).Research Design/Methodology: To assess positive OA, refer to (OA Questionnaire, Jaworski and Kohli 1993), JE (JE Questionnaire, Rich et al., 2010) and OP (OP Questionnaire, Darroch, 2003; Pathirage, et al., 2007; and Chen & Mohamed, 2007). The data of the study was collected from 310 employees at Teaching Hospitals in Egypt. Out of the 357 questionnaires that were distributed to employees at Teaching Hospitals in Egypt, 310 usable questionnaires were returned, a response rate of 86%. Multiple Regression Analysis (MRA) was used to confirm the research hypotheses.Findings: The research has found that there is significant relationship between OA, JE and OP at Teaching Hospitals in Egypt. JE significantly influenced OA and OP. The finding reveals that OA affects OP through JE. Accordingly, the study provided a set of recommendations including the necessity to pay more attention to OA as a key source for organizations to enhance the competitive advantage which is of prime significance for OP through JE.Practical implications: This research helps boost scientific research, particularly in terms of testing the model content, as well as studying the study variables and the factors affecting them. In addition, it pointed to the need for organizations to practice OA in order to be able to meet contemporary intense competition, as this trend is to play an important role in enhancing JE.Originality/value: This research dealt with OA in terms of its concept and dimensions, in addition to dealing with the role of OA in promoting JE at Teaching Hospitals in Egypt.

Affecting Factors of Public Employees’ Ganizational Commitment

Purpose – The aim of this chapter is to shed some light on the antecedents of organizational commitment, the mediating role of job engagement and job satisfaction as determinants of organizational commitment within the public sector environment, and the effects that national cultural values may have on these relationships. Approach – This paper presents a review of the works that, from both theoretical and empirical points of view, explore the affecting factors of public employees’ organizational commitment in an international setting. Findings – A comprehensive model has been developed, detailing the expectations on the influence that these factors might have on public employees’ level of commitment, either as mediators or moderators. Research limitations/implications – The main limitation is the paper’s theoretical nature; the subsequent implication is a future empirical research that may prove or disprove these theoretical findings. In addition, there are some other possible mediating factors and antecedents which may be of interest for future researchers. Originality/value – This comprehensive review of the extant literature may provide academics and public managers with a deeper comprehension of how organizational commitment might be achieved, and why some practices may or may not be transferrable from one country to another. Paper type – Literature review

Moderators of the Relationship between Turnover Intentions and Performance

This study focused on the relationship between turnover intentions and job performance. We surveyed 1026 employees in Vietnam and obtained the job performance ratings from their supervisors. Though we did not find support for the relationship between turnover intentions and performance, we found evidence for two important boundary conditions. Employee attitude toward change and the level of job engagement of the employee affected the nature of relationship between turnover intentions and job performance. When the attitude toward change was less favorable, the relationship between turnover intentions and job performance was positive. On the other hand, the relationship between turnover intentions and job performance was non- significant when the attitude toward change was favorable. For the moderating role of job engagement, we found that for employees with a high level of job engagement, the relationship between turnover intentions and job performance was positive. On the other hand, for employees with a ...