Determinants of Employee Engagement and Productivity: An Analysis of Work Motivation, Competence, Compensation and Transactional Leadership

Zen, Agustian

doi:10.55927/eajmr.v2i2.2981

Cited by 3 publications

(2 citation statements)

References 23 publications

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“…Research highlights the noteworthy influence that equitable compensation, a cooperative company culture, and transformative leadership have on worker engagement (Setyawati et al, 2023;Sofiyanti & Najmudin, 2023). Furthermore, it is emphasized that work engagement acts as a mediator between transformational leadership, motivation, remuneration and employee performance (Susilowati et al, 2022;Zen, 2023). Additionally, the relationship between motivation as an intervening variable and leadership style, compensation, and performance is highlighted, demonstrating their significant impact on worker performance (Jus'at & Indrawati, 2022).…”

Section: Mediating Role Of Compensation Leadership and Employee Reten...mentioning

confidence: 99%

Digital HR Sustainability Model in Indonesian MSMEs and Employee Performance: Compensation, Leadership and Employee Retention

Devi

2024

IJBLE

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This study looks into the connection between worker performance in Indonesian Micro, Small, and Medium-Sized Enterprises (MSMEs) and the Digital HR Sustainability Model (DHSM). The study uses partial least squares (PLS) path modeling to examine the direct and mediated impacts of employee retention, leadership, and compensation on the link between the DHSM and employee performance. It draws on a sample of 241 HR managers and senior management staff. The findings show that there is a strong positive correlation between employee performance and the DHSM and that this correlation is mediated by leadership, remuneration, and employee retention. The results highlight how crucial it is to adopt employee-centric and sustainable digital HR practices to improve organizational performance. By offering empirical proof of the mechanisms by which digital HR initiatives affect employee performance in the context of Indonesian MSMEs, the study adds to the body of current knowledge.

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Section: Mediating Role Of Compensation Leadership and Employee Reten...mentioning

confidence: 99%

Digital HR Sustainability Model in Indonesian MSMEs and Employee Performance: Compensation, Leadership and Employee Retention

Devi

2024

IJBLE

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“…Gen Z is very concerned about development and progress in their career; if they do not get this, they are courageous enough to change jobs (Lorgulescu, 2016;Yacine & Karjaluoto, 2022). They can change jobs and immediately move to companies with higher growth opportunities (Zen, 2023).…”

Section: Introductionmentioning

confidence: 99%

Increasing Productivity of Gen Z Employees: The Role of Flexible Work Arrangements and Participative Style

Febriana,

Mujib

2024

SA Journal of Human Resource Management

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Orientation: Employee productivity is affected by various social and psychological variables. Flexible work arrangements (FWAs) and participative styles are expected to influence employee productivity.Research purpose: This study examined the effect of FWA and participative styles on employee productivity, specifically of Generation Z (Gen Z) employees. It also examines the mediating role of emotional engagement on the effect of FWA and participative styles on employee productivity.Motivation for the study: Gen Z workers have specific work-behavioural characteristics, including freedom and flexibility. This study provides empirical evidence of factors that increased the productivity of Gen Z employees by examining the influence of FWA and participative style.Research approach/design and method: This study was designed as explanatory. Data were collected using a survey involving 259 employees by purposive sampling technique. The data were analysed by the Partial Least Squares-Structural Equation Modeling (PLS-SEM) method with the IBM AMOS 26 program.Main findings: Flexible work arrangement, participative style and emotional engagement affect employee productivity in direct and indirect relationships. However, there is no significant effect of FWAs on emotional engagement.Practical/managerial implications: Organisations need to develop FWA systems and more employee participation at work. It is expected to strengthen emotional engagement in their organisation and increase their productivity indirectly.Contribution/value-add: The study took Gen Z as the object of this research to support the assumption that this generation prefers a flexible way of working but still supports their productivity achievements.

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The impact of extrinsic and intrinsic motivation on job satisfaction: The mediating role of transactional leadership

Aljumah

2023

Cogent Business & Management

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Determinants of Employee Engagement and Productivity: An Analysis of Work Motivation, Competence, Compensation and Transactional Leadership

Cited by 3 publications

References 23 publications

Digital HR Sustainability Model in Indonesian MSMEs and Employee Performance: Compensation, Leadership and Employee Retention

Digital HR Sustainability Model in Indonesian MSMEs and Employee Performance: Compensation, Leadership and Employee Retention

Increasing Productivity of Gen Z Employees: The Role of Flexible Work Arrangements and Participative Style

The impact of extrinsic and intrinsic motivation on job satisfaction: The mediating role of transactional leadership

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