Moderating effects of proactive personality on factors influencing work engagement based on the job demands-resources model

Li, Li; Zhong, Jian; Chen, Yuping; Xie, Yuantuo; Mao, Sida

doi:10.2224/sbp.2014.42.1.7

Cited by 29 publications

(25 citation statements)

References 17 publications

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“…Konflik kerja keluarga dapat menyebabkan ketidakmauan karyawan untuk mendedikasikan diri secara lebih pada pekerjaan (Li, Zhong, Chen, Xie & Mao, 2014) dan menurunkan konsentrasi bekerja (Artiawati, 2004). Kehilangan konsentrasi dan semangat selama bekerja serta ketidakmauan untuk mendedikasikan diri pada pekerjaan telah menjadi suatu indikator bahwa karyawan dalam hal ini perawat memiliki motivasi kerja yang rendah.…”

Section: Latar Belakangunclassified

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Hubungan Konflik Kerja Keluarga Terhadap Motivasi Kerja Dengan Dukungan Sosial Sebagai Variabel Pemoderasi Pada Perawat Wanita Bali Di Rumah Sakit Di Bali

Adityawira

Supriyadi

2017

JPU

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Wanita Bali saat ini dihadapkan dengan berbagai macam pemenuhan peran yang kompleks. Disamping harus bekerja dan mengurus keluarga, wanita Bali juga berperan dalam mengikuti kegiatan sosial kemasyarakatan yang ada di Bali. Sehingga hal ini memunculkan konflik peran tersendiri bagi wanita Bali, salah satu konflik tersebut yaitu konflik kerja keluarga. Dampak dari konflik kerja keluarga yang dapat terjadi pada wanita Bali yaitu menurunkan motivasi kerja wanita Bali. Ketika wanita Bali mengalami konflik, maka individu tersebut akan mencari sumber-sumber positif yang ada disekitarnya untuk mengatasi dampak konflik yang dihadapinya. Salah satu sumber positif adalah dukungan sosial. Tujuan dari penelitian yaitu untuk melihat hubungan konflik kerja keluarga terhadap motivasi kerja dengan dukungan sosial sebagai variabel pemoderasi pada perawat wanita Bali di rumah sakit di Bali. Data dianalisis menggunakan model Moderated Regression Analysis (MRA) dengan teknik uji residual melalui SPSS 17.0 for windows. Jumlah subjek pada penelitian ini 112 dengan kriteria wanita Bali yang bekerja sebagai perawat minimal satu tahun pada rumah sakit di Bali, telah menikah dan memiliki anak, serta berpendidikan minimal Sekolah Pendidikan Perawat (SPK) atau sederajat. Sampling menggunakan teknik sampling two stage cluster sampling. Hasil analisis menunjukkan bahwa tidak terdapat hubungan konflik kerja keluarga dengan dukungan sosial sebagai variabel pemoderasi dengan informasi nilai koefisisen variabel motivasi kerja parameter beta standardized negatif yaitu -0,143, akan tetapi nilai probabilitasnya tidak signifikan p = 0,134 (p>0,05). Dari hasil analisis diketahui bahwa dukungan sosial bukanlah variabel moderator, tetapi sebagai variabel prediktor yang mandiri. Kata Kunci: Dukungan Sosial, Konflik Kerja Keluarga, Motivasi Kerja, Perawat wanita Bali

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Section: Latar Belakangunclassified

“…Tidak dapat meraih keseimbangan menggambarkan adanya konflik kerja keluarga yang terjadi. Tidak hanya menyebabkan hilangnya semangat, konflik kerja keluarga juga menyebabkan ketidakmauan karyawan untuk mendedikasikan diri secara lebih pada pekerjaan (Li, Zhong, Chen, Xie & Mao, 2014) dan menurunkan konsentrasi bekerja (Artiawati, 2004).…”

Section: Pembahasan Dan Kesimpulanunclassified

Hubungan Konflik Kerja Keluarga Terhadap Motivasi Kerja Dengan Dukungan Sosial Sebagai Variabel Pemoderasi Pada Perawat Wanita Bali Di Rumah Sakit Di Bali

Adityawira

Supriyadi

2017

JPU

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“…In studies of work engagement, has been broadly used the JD-R model Li et al, 2014). Within the JD-R model, there appear two processes, job demands (JD) and job resources (JR), which influence job burnout and work engagement.…”

Section: The J-dr Model -A Theoretical Starting Point For Proposed Rementioning

confidence: 99%

“…JD refer to the physical, social, psychological -such as cognitive or emotional -or organizational aspects of the job that determine continuous physical or mental effort (Demerouti et al, 2001). JD include work overload, role stress, role conflict, time pressure, emotional demands, and work-family conflict (Li et al, 2014).…”

Section: The J-dr Model -A Theoretical Starting Point For Proposed Rementioning

confidence: 99%

“…This article presents the results of a study on the relationship between work engagement (as a manifestation of motivation) and the attitudes towards work (hedonicautotelic, normative) and work ethic. Work attitudes and dimensions of work ethic are presented as job resources (personal resources) which are in a positive relation to work engagement (Li et al, 2014).…”

Section: Introductionmentioning

confidence: 99%

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Work Attitudes and Work Ethic as Predictors of Work Engagement among Polish Employees

Czerw

Grabowski

2015

Polish Psychological Bulletin

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The purpose of this study was to investigate the relationship between work engagement and the psychological traits of employees, such as attitudes towards work and work ethic. Additionally, the study included demographic characteristics of employees and organizational characteristics. Research was conducted using the Polish adaptations of two well known methods: Multidimensional Work Ethic Profile and Utrecht Work Enagagement Scale, as well as the Work Attitude Questionnaire (WAQ) - a new Polish method. 360 adult employees of two large Polish regions took part in the study. The analysis showed a significant influence of hedonic-autotelic attitude, as well as four dimensions of work ethic on work engagement. It seems to be an important conclusion that work engagement turned out to be far more determined by the subject’s psychological traits than demographic and organizational ones. These results, indicating the special role of the perception of work as a central value, can be used only in the area of attitudes towards work formed during adolescence (e.g., at school, in career counseling) but also in the area of motivating the employees by the organization.

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The role of proactive personality and general self-efficacy in proactive career behavior: a mediation model

Doğanülkü

Korkmaz

2023

Int J Educ Vocat Guidance

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The current study examined the mediating role of general self-efficacy in the relationship between university students’ proactive career behavior and their proactive personality. The participants of the study consisted of 457 university students in Turkey. The Proactive Personality Scale-Short Form, the General Self-Efficacy Scale, and the Career Engagement Scale were used as data collection tools. Analysis results of the study showed that general self-efficacy had a mediating role in the relationship between proactive career behavior and proactive personality. In addition, proactive career behavior was found to have significant and positive relationships with proactive personality and general self-efficacy.

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Moderating effects of proactive personality on factors influencing work engagement based on the job demands-resources model

Cited by 29 publications

References 17 publications

Hubungan Konflik Kerja Keluarga Terhadap Motivasi Kerja Dengan Dukungan Sosial Sebagai Variabel Pemoderasi Pada Perawat Wanita Bali Di Rumah Sakit Di Bali

Hubungan Konflik Kerja Keluarga Terhadap Motivasi Kerja Dengan Dukungan Sosial Sebagai Variabel Pemoderasi Pada Perawat Wanita Bali Di Rumah Sakit Di Bali

Work Attitudes and Work Ethic as Predictors of Work Engagement among Polish Employees

The role of proactive personality and general self-efficacy in proactive career behavior: a mediation model

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