Exploring the mediating role of work engagement between the linkages of job characteristics with organizational engagement and job satisfaction

Rai, Alka; Maheshwari, Sunil Kumar

doi:10.1108/mrr-10-2019-0442

Cited by 52 publications

(56 citation statements)

References 82 publications

(139 reference statements)

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“…Temuan riset ini memperkuat penelitian sebelumnya yang menyatakan bahwa terdapat pengaruh yang positif dan signifikan antara karakteristik pekerjaan terhadap kepuasan kerja (Rai & Maheshwari, 2020). Model karakteristik pekerjaan yang terdiri dari keberagaman kemampuan, identitas tugas, signifikansi tugas, otonomi dan umpan balik berpengaruh signifikan terhadap kepuasan kerja seseorang (Joseph, Jadhav, & Vispute, 2021).…”

Section: Pengaruh Karakteristik Pekerjaan Terhadap Kepuasan Kerjaunclassified

Pengaruh Karakteristik Pekerjaan dan Efikasi Diri Terhadap Keterikatan Kerja dan Implikasinya Terhadap Kepuasan Kerja

Citrayani

Hidayati

Zainurossalamia

2022

SLJIL

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Artikel ini membahas pengaruh karakteristik pekerjaan dan efikasi diri terhadap kepuasan kerja dengan keterikatan kerja sebagai variabel mediasi. Responden yang diteliti adalah 60 Pegawai Negeri Sipil yang ada di Kecamatan Samarinda Ilir. Pengumpulan data dilakukan dengan menggunakan kuesioner. Metode analisis yang digunakan adalah Structural Equation Model (SEM) dengan pendekatan Partial Least Square (PLS). Analisis data melalui PLS dilakukan melalui dua tahap, yaitu: pertama, menilai outer model atau model pengukuran. Kedua, menilai Inner model atau model struktural. Hasil penelitian menunjukkan bahwa karakteristik pekerjaan berpengaruh positif dan signifikan terhadap keterikatan kerja, efikasi diri berpengaruh positif dan signifikan terhadap keterikatan kerja, karakteristik pekerjaan berpengaruh positif dan signifikan terhadap kepuasan kerja, efikasi diri berpengaruh positif dan tidak signifikan terhadap kepuasan kerja, keterikatan kerja berpengaruh positif dan signifikan terhadap kepuasan kerja, karakteristik pekerjaan berpengaruh positif dan signifikan terhadap keterikatan kerja melalui keterikatan kerja, dan efikasi diri berpengaruh positif dan signifikan terhadap kepuasan kerja melalui keterikatan kerja

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Section: Pengaruh Karakteristik Pekerjaan Terhadap Kepuasan Kerjaunclassified

Pengaruh Karakteristik Pekerjaan dan Efikasi Diri Terhadap Keterikatan Kerja dan Implikasinya Terhadap Kepuasan Kerja

Citrayani

Hidayati

Zainurossalamia

2022

SLJIL

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Section: Work Adjustment Theorymentioning

confidence: 99%

“…According to Rai and Maheshwari, (2020), continuous monitoring are redesigning work results to successful work engagement. Rai and Maheshwari, (2020) affirm that job design helps to fit the employee to the work environment increasing the level of output from each individual employee and ultimately the output of the entire organisation. As such organisation processes should not be static but rather should be dynamic in order to not only satisfy the employees but also improve organisational performance.…”

Section: Work Adjustment Theorymentioning

confidence: 99%

Employee Engagement and Non-financial Performance of National Treasury, Nairobi City County, Kenya

Kibara¹,

Kiiru²

2021

jbmed

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Performance of the National Treasury is of critical importance since it affects service delivery of other public entities. Low performance levels posted by the National Treasury has drawn a lot of attention from the citizens and corporate stakeholders especially with the ever increasing public debt, challenge in policy formulation and the challenge of adapting to information technology dynamics. Through Employee engagement, both public and private organisations attempt to improve organisational non-financial performance. Employee engagement includes practices such as job design, communication, leadership and rewards. Although many organizations have made efforts to enhance organizational performance, the measures of organizational performance they have adopted have not been appropriate especially for public and non-profit making organizations, for instance; relying on financial performance measures. The general objective of this study therefore was; to establish the effects of employee engagement and non- financial performance of National Treasury in Nairobi, Kenya. The findings of this study would be of great benefit to the National Treasury, Kenya and to all organization in the public. The study was guided by the following specific objectives; to assess the effects of job design, leadership, communication and rewards on organizational performance in the public sector in Kenya. This study was anchored on the Work Adjustment Theory, Stakeholder Theory, Social Exchange Theory and Vroom’s Expectancy Theory. This study adopted a descriptive research design. The target population was made up of 876 staff of the national treasury and using stratified sampling technique, a sample of 269 was included in the study. Primary data was collected using a questionnaire. Analysis of data was done using descriptive analysis and inferential analysis. A positive and significant effect was established between job design, leadership, communication and rewards on performance. The study concludes that the job design specifies the contents and procedures of performing the task in the organization. Hence, it helps in designing organizational structure. Leadership is vital for both in building the strength and power of the organization and in helping to manage relationships and resources. When managers and senior staff are good communicators themselves, they can expect to bring out each individual’s best skills and increase performance and through reward systems the employee will feel more motivated to work harder by having a reward system in place the employee will feel more committed to their work and their productivity will increase. The study recommends that through reward systems the employee will feel more motivated to work harder by having a reward system in place the employee will feel more committed to their work and their productivity will increase. The organization should the organization should establish its leadership standards and define the areas where managers need to excel in terms of directing the work of others. The organizational management should create a job description that eliminates ambiguity by clarifying the responsibilities and expectations for each member of your organization. The management of the organization magnify employee recognition by publicizing employee accomplishments across multiple forums such as company newsletters, dashboards and in team meetings.

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“…Employees' engagement is playing a pivotal role in the development of organizations (Bakytgul et al, 2019 ). Employees' engagement increases organizational engagement and that ultimately results in increased organizational performance and job satisfaction (Rai and Maheshwari, 2020 ). Based on the social exchange theory (Blau, 1964 ), employees with talent are supported by organizations and keep them engaged and motivated.…”

Section: Literature Reviewmentioning

confidence: 99%

In the Pursuit of Green in COVID-19: Harnessing the Existing Talent to Pursue Green Corporate Entrepreneurship

2021

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The study was conducted to ascertain the role of talent management practices in promoting green corporate entrepreneurship through the median of organizational engagement in the context of COVID-19. The study is quantitative and deductive in nature. The data was collected from 323 employees working in the large manufacturing industry. The data was collected through a self-administered survey and the data analysis was done through Smart-PLS, both measurement and structural models were evaluated. The study found that talent management is related to green corporate entrepreneurship. The study also confirmed the mediating role of organizational engagement relating talent management with green corporate entrepreneurship. This study will develop insight for the corporate managers and decision-makers to understand the intricacies of the talent management process and its interplay with green corporate entrepreneurship, and organizational engagement. Talent Management is concerned with the process of hiring, developing, and retaining highly competent incumbents for pivotal positions. Hence, the role of the talent management process invariably affects the organizational processes and outcomes like creativity and innovation, which come under the umbrella of corporate entrepreneurship. This study will not only add value in empirical research of the chosen concepts and constructs, but it will also bridge the theoretical gap between talent management and corporate entrepreneurship. It is the first study that related talent management practices to green corporate entrepreneurship. Furthermore, it is the first study that examined the mediating role of organizational engagement relating talent management to green corporate entrepreneurship.

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Exploring the mediating role of work engagement between the linkages of job characteristics with organizational engagement and job satisfaction

Cited by 52 publications

References 82 publications

Pengaruh Karakteristik Pekerjaan dan Efikasi Diri Terhadap Keterikatan Kerja dan Implikasinya Terhadap Kepuasan Kerja

Pengaruh Karakteristik Pekerjaan dan Efikasi Diri Terhadap Keterikatan Kerja dan Implikasinya Terhadap Kepuasan Kerja

Employee Engagement and Non-financial Performance of National Treasury, Nairobi City County, Kenya

In the Pursuit of Green in COVID-19: Harnessing the Existing Talent to Pursue Green Corporate Entrepreneurship

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