The Mechanism of an Individual’s Internal Process of Work Engagement, Active Learning and Adaptive Performance

Abstract

This paper aims to investigate the mechanism linking an individual’s internal processes, work engagement, active learning, and adaptive performance in three of Indonesia’s digital technology-based companies. The research uses a mixed-method approach. The first study used a quantitative research method in which the data is based on a survey of 185 employees and the collected survey data is then analyzed using the Structural Equation Modeling technique. The second study used a qualitative research method where the data is gathered from 17 managers through semi-structured interviews. We found from the quantitative research that work engagement fully mediates the relationship between self-efficacy and a growth mindset toward active learning. Meanwhile, a partial mediating effect of active learning between work engagement and adaptive performance was also discovered. Based on our literature study, previous research has shown inconsistent findings on the relationship between growth mindset and work engagement. Our findings contribute to the existing literature by clarifying the direct relationship between growth mindset and work engagement. Meanwhile, the qualitative findings emphasized that there are two mechanisms underlies individual adaptive performance (i.e., work engagement and active learning). Additionally, the active learning process promotes continuous new knowledge accumulation to produce new innovation inside an organization.

A new perspective on behavior-based sales control system and salespersons’ job outcomes: an outbound pharmaceutical sales perspective

“…Bouckenooghe et al (2022) study highlighted that there is a positive relationship between employees’ work engagement and job performance. Employees’ engagement and performance are significantly related to each other (Nandini et al , 2022; Sultan, 2022).…”

Organizational culture and organizational behavior of higher education institutions during the COVID-19 pandemic

“…According to Nandini, Gustomo and Sushandoyo (2022), the process of the so-called double loop or process of active learning is the most optimal method for learning, and it contains adaptive performance that is supported by behavior that tends to change. The culture of an organization is conditioned by the implementation of practical work or by the behavior of employees.…”

“…The pursuit of growth and self-efficacy, which are considered internal processes, as well as the learning process represent fundamental aspects that have a huge impact on work engagement and adaptability (Nandini, Gustomo and Sushandoyo, 2022).…”

Workforce Agility and Adaptive Performance in Government Institution: The Mediating Role of Work Engagement

“…Factors that influence adaptive performance include organizational citizenship behavior (Aamoum & Nejjari, 2020), psychological and social capital (Luo, Tsai, Chen, & Gao, 2021), work engagement and active learning (Nandini, Gustomo, & Sushandoyo, 2022), emotional intelligence and organizational learning (Pradhan, Jena, & Singh, 2017), organizational support, job crafting and work engagement (Park, Lim, Kim, & Kang, 2020).…”

“…Work engagement is one of the behaviors that favor the optimal adaptation process of the individual at work (Nandini et al, 2022). Individuals who are more engaged at work will focus more energy on work and be better prepared for the dynamics of change (Park et al, 2020).…”