Commitment, Work Engagement, and Research Performance of Lecturers, in Indonesia Private Universities

Abstract

The purpose of the study was to identify the effect of commitment, work engagement on research performance of the lecturers in Private Universities. The research method used was an explanatory survey. Data processing was performed statistically using Structural Equation Modeling. The respondents of this study are lecturers of Private Universities in West Java and Banten Province, Indonesia. The total sample chosen at random was 388 lecturers. The results of the study show that the implementation of the Human Resources (HR) function to improve research performance of the lecturers is based on JDR (job demand resources). The good performance of research, community service and teaching are based on the work paradigm. The orientation of private universities HR function to optimize performance has not touched the commitment aspect as much as an effort to encourage work engagement and improve lecturer performance. Performance is influenced by work engagement based on commitment based on ethical awareness of the function of lecturers in higher education. Efforts to meet job demand and job resources are physical, psychologically, and ethically in the work function to improve the performance that is managed as a sustainable system.

How to encourage lecturer performance in research through servant leadership, organizational commitment, and tacit knowledge sharing

“…In the normative dimension, the items were related to office governance principles that prioritize moral principles, working earlier, preparing everything based on the main virtues' awareness as organizational ethics. To measure tacit knowledge sharing, Cummings (2004) Rahman et al (2018) scale was adopted, which comprised of sharing information with colleagues, involving myself in online discussions on various research How to encourage lecturer performance in research through servant leadership, organizational commitment, and tacit knowledge sharing 39 topics, spending time doing knowledge sharing activities online in my team to share personal experiences, share information with other lecturers even though he is not in the same department, involve himself in discussions on various technical topics with colleagues from different work teams using multiple online technologies for research Measurement of research performance was developed based on Winarno & Hermana (2019), Sukirno (2020), namely quality, quantity and adding delivery time which shows the response and proactive behavior of lecturers in conducting research. The number of research results includes the number of international, Scopus-and non-Scopus indexed the last five years, number of national journals, participation in conferences, and number of research proposals funded by the institution / Ministry / foreign donor in the previous five years.…”

“…The small number of studies was caused by internal factors, i.e., ability to solve specific problems, namely understanding research method and practice, especially among junior lecturers. Winarno & Hermana (2019) suggests factors such as competence, reward systems, commitment, and motivation as important aspects that support lecturer performance in research.…”

How Does Organizational Support Affect Lecturer Performance in Higher Education?

“…A good lecturer management is also important to improve the performance and organizational effectiveness (Asbari, 2019). Lecturer's engagement also improves lecturer's performances (Winarno & Hermana, 2019). Lecturer who is involved shows a productive behavior that improve the member synergy to the goal of organization (Sulistiowati et al, 2018).…”

The Effect of Psychological Contract Fulfillment and Spirituality in the Workplace towards Lecturer Performance in Research

“…This is a dilemma that teaching is more than research. Winarno and Hermana (2019) show that the research performance of lecturers in private universities is very low. Research performance requires support from internal and external sources.…”