Job demands-resources, work engagement, and organizational commitment

Abstract

This study presents the Job Demands-Resources (JD-R) model to investigate employees’ organizational commitment. The purpose of this study is to examine the effect of job demands and job resources on organizational commitment, as well as the mediating effect of work engagement, in the context of Indonesian state-owned enterprises. Data were gathered using a questionnaire from 115 employees of a state-owned enterprise. Partial Least Squares - Structural Equation Modeling (PLS-SEM) was performed to analyze data. Results of data analysis indicate the negative influence of job demands and positive influence of job resources on organizational commitment. Also, work engagement mediates the effect of job demands and job resources on organizational commitment. The results of this study give a contribution to both theoretical and practical viewpoints. At the theoretical level, this study contributes to the literature on organizational commitment theory and the JD-R model. From the practical viewpoint, the study findings offer insight for Indonesian state-owned enterprises management to enhance employees’ organizational commitment by considering job demands, job resources, and work engagement of employees.

Effect of Job Demand, Compensation, and Personality Traits on Organizational Commitment Moderated by Work by Remote Employees in the Fast Moving Consumer Goods (FMCG) Sector

“…The results of this study also support the research of Priyono et al (2022) employees of BUMN companies in Indonesia that job demand has a significant negative effect on organizational commitment, where the higher the job demand, the lower the organizational commitment. In line with the findings of Widyawaty et al (2022) on employees of national private companies in Indonesia that job demand has a significant negative effect on organizational commitment.…”

Effect of Job Demand, Compensation, and Personality Traits on Organizational Commitment Moderated by Work by Remote Employees in the Fast Moving Consumer Goods (FMCG) Sector

“…Furthermore, Doogajudhur & Dell (2019) also obtained a negative effect of job demand on the organizational commitment of 400 permanent employees in various industrial sectors in Mauritius. The results of this study also support the research of Priyono et al (2022) employees of BUMN companies in Indonesia that job demand has a significant negative effect on organizational commitment, where the higher the job demand, the lower the organizational commitment. In line with the findings of Widyawaty et al (2022) on employees of national private companies in Indonesia that job demand has a significant negative effect on organizational commitment.…”

Depression, professional self-efficacy, and job performance as predictors of life satisfaction: the mediating role of work engagement in nurses

“…On the other hand, they extrinsically facilitate the achievement of work goals, becoming an indispensable tool for reaching professional targets. Thus, it is confirmed that nurses with a stronger sense of professional self-efficacy can face work challenges with more confidence and skill, which, in turn, can increase their job engagement ( 61 , 84 ).…”

“…Work engagement also exerts a significant influence on key aspects like the intention to leave the job, job adaptation, and organizational performance. Engaged employees tend to exhibit greater loyalty and both affective and normative commitment to their organization, resulting in better performance at both individual and organizational levels ( 61 ). Furthermore, work engagement can be an indicator of the frequency of job absences, reflecting higher motivation and better overall health ( 10 ).…”