How the workplace spirituality influences work engagement through organizational commitment: Evidence from banking industry

Adi, Agung Nugroho; Fithriana, Noora

doi:10.5267/j.msl.2020.5.041

Cited by 9 publications

(3 citation statements)

References 1 publication

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“…The findings confirmed the hypothesis which means that the higher teachers are committed to their school the higher they will be engaged to their work. The studies conducted on teachers ( Çağrı San and Tok, 2017 ; Pieters and Auanga, 2018 ) and other samples such as banking employees ( Adi and Fithriana, 2020 ), private and public sector employees ( Agyemang and Ofei, 2013 ), undergraduate students ( Babcock-Roberson and Strickland, 2010 ), airline companies ( Li et al, 2010 ), National Revenue Administration employees ( Peplińska et al, 2020 ), also put forward consistent findings with this study, while food processing plant employees ( Gota, 2017 ) has found that WE is negatively associated with affective commitment. Based on these findings, it can be said that this study contributed to the literature by proving that WE is up to OC.…”

Section: Resultsmentioning

confidence: 99%

The Mediating Role of Organizational Commitment on the Relationship Between Emotional Labor and Work Engagement of Teachers

Sezen-Gultekin

Bayrakçı

Li̇mon³

2021

Front. Psychol.

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This study aims to investigate the mediating role of teachers’ organizational commitment (OC) on the relationship between their emotional labor (EL) and work engagement (WE). The study employed a cross-sectional design. The sample of the study consisted of the teachers working in Sakarya province of Turkey. They participated in the study voluntarily and responded scale items online. The findings showed that teachers’ perceptions of EL, OC and WE is relatively high. Also, there are statistically significant and positive correlations among variables. On the other hand, the findings confirmed the hypotheses. Teachers’ EL predicts their OC and WE. Additionally, OC predicts WE and plays a mediating role on the relationship between EL and WE. Based on the findings some suggestions were made.

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Section: Resultsmentioning

confidence: 99%

The Mediating Role of Organizational Commitment on the Relationship Between Emotional Labor and Work Engagement of Teachers

Sezen-Gultekin

Bayrakçı

Li̇mon³

2021

Front. Psychol.

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“…Employment engagement is influenced by performance appraisal, reward and compensation (Aboramadan et al, 2020). Spirituality in the workplace and organizational commitment determine work engagement (Adi & Fithriana, 2020).…”

Section: A B S T R a Kmentioning

confidence: 99%

The Connection Between Work Motivation and Work Stress with Work Engagement for Bakti Timah Medika Employees

Muchtadin,

Emmelya Sundary

2023

JPTT

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This research aims to determine the strength of the relationship between motivation and work stress with work involvement individually or simultaneously. The quantitative approach used in research. The sampling used is the saturated sample method. A total of 270 people filled out the questionnaire with a response rate of 17.21% of the total population. The data analysis method used quantitative descriptive analysis, simple correlation, and multiple correlation. Normality and linearity tests were used before hypothesis testing. The finding in this study is that work motivation is positively and strongly correlated with work engagement. Job stressor has a negative and weak correlation with work engagement. Motivation and work stress are simultaneously positively connected with work engagement. The company is expected to provide motivation, increase the benefits provided and provide freedom in managing work schedules and ways of working so that employees feel more comfortable with their work. Further researchers can use factors that mediate the link between job stress and job engagement to explain the weak relationship found in this study. The next researcher can compare work motivation, job stress and job involvement Penelitian ini bertujuan untuk mengetahui kekuatan hubungan motivasi dan juga stres bekerja dengan work engagement secara masing-masing maupun simultan. Pendekatan kuantitatif dipakai dalam penelitian. Pengambilan sampel yang dipakai ialah metode sampel jenuh. Sebanyak 270 orang yang mengisi kuesioner dengan tingkat respon 17,21% dari total populasi. Metode analisis data memakai analisis deskriptif kuantitatif, korelasi sederhana dan korelasi berganda. Uji normalitas dan linearitas dipakai sebelum pengujian hipotesis. Temuan dalam penelitian ini ialah motivasi kerja berkorelasi positif dan kuat dengan work engagement. Stres kerja berkorelasi negatif dan lemah dengan work engagement. Motivasi dan stres kerja secara berbarengan berkorelasi positif dengan work engagement. Pihak perusahaan diharapkan memberikan pelatihan motivasi, meningkatkan tunjangan yang diberikan serta memberikan kebebasan dalam mengatur jadwal kerja dan cara bekerja agar karyawan lebih merasa terikat dengan pekerjaannya. Peneliti selanjutnya dapat menggunakan faktor yang memediasi hubungan antara stres kerja dengan work engagement guna menjelaskan lemahnya hubungan yang ditemukan dalam penelitian ini. Peneliti selanjutnya bisa juga membandingkan tingkat motivasi kerja, stres kerja dan work engagement pada karyawan yang memiliki posisi pekerjaan yang berbeda.

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“…The reason behind little research on PJ fit, PO fit, and employee engagement is the Conservation of Resource (COR) theory, which explains the relationship and focuses more on work role conflict and stress (Grandey & Cropanzano, 1999). Meanwhile, stress and burnout have similar characteristics, especially in how both variables impact employee engagement, and burnout is categorized as particular stress or the next level of stress (Adi et al, 2021). Thus, the relationship between burnout and employee engagement is the opposite.…”

Section: Introductionmentioning

confidence: 99%

Improving the Role of Employee Engagement: Job-Fit and Organizational-Fit to Intention to Quit (An Evidence from Hospitality Industries)

Adi,

Azzuhri,

Fithriana

et al. 2024

JICP

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This research aims to determine if employee engagement mediates the association between turnover intention, person-job fit (PJ Fit), and personorganization fit (PO Fit). This study employed a survey design involving employees from various hospitality industries in Indonesia. We distributed 470 questionnaires to the respondents (367 are available). SmartPLS 3.0's path analysis was utilized to verify the questionnaires' validity and reliability. Findings confirmed the direct effect the employee engagement mediates between PJ fit and intention to quit and PO fit and employee engagement. In the indirect impact, employee engagement negotiated between PJ fit and intention to quit, PO fit and intention to quit. Before attempting to decrease turnover intention, employers should prioritize ensuring that there is a good fit between the person and the job (PJ fit) and between the person and the organization (PO fit). In the Indonesian hospitality sector, this study clarified the mediating role level of employee engagement between PJ fit and intention to quit, PO fit, and intention to quit

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How the workplace spirituality influences work engagement through organizational commitment: Evidence from banking industry

Cited by 9 publications

References 1 publication

The Mediating Role of Organizational Commitment on the Relationship Between Emotional Labor and Work Engagement of Teachers

The Mediating Role of Organizational Commitment on the Relationship Between Emotional Labor and Work Engagement of Teachers

The Connection Between Work Motivation and Work Stress with Work Engagement for Bakti Timah Medika Employees

Improving the Role of Employee Engagement: Job-Fit and Organizational-Fit to Intention to Quit (An Evidence from Hospitality Industries)

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