Self-esteem and Occupational Self-efficacy as Mediators of the Association among Perceived Organizational Support, Work Engagement and Job Satisfaction: Differences among temporary and permanent employees

2012 ◽  
Author(s):  
Cinzia Guarnaccia ◽  
Laura Salerno ◽  
Pietro Spata
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Organizational Support ◽  
Self Efficacy ◽  
Perceived Organizational Support ◽  
Self Esteem ◽  
Permanent Employees ◽  
Support Work

scholarly journals The Role of Work Engagement in Moderating the Impact of Job Characteristics, Perceived Organizational Support, and Self-Efficacy on Job Satisfaction

2019 ◽  
Vol 3 (1) ◽  
pp. 15
Author(s):  
Adhe Rachman Sulistyo ◽  
Suhartini Suhartini
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Organizational Support ◽  
Self Efficacy ◽  
Perceived Organizational Support ◽  
Job Characteristics ◽  
Organizational Goals ◽  
Educational Personnel ◽  
Art And Culture ◽  
The Impact

This research is aimed at figuring out the extent to which job characteristics, perceived organizational support and self-efficacy affect job satisfaction with work engagement serving as an intervening variable. The respondents of this research were 101 employees of the Centre for the Development and Empowerment of Educators and Educational Personnel (P4TK) of Art and Culture of Yogyakarta. The data were collected using questionnaires. The data were analyzed quantitatively and qualitatively. The quantitative analysis techniques used in this research were t-test, F-test, multiple regression analysis and path analysis. The research yielded some results. Firstly,  job characteristics and self-efficacy had a significant effect on work engagement and perceived organizational support did not have any significant effect on work engagement, but together it had a significant effect on work engagement. Secondly, job characteristics and perceived organizational support had a significant effect on job satisfaction, and self-efficacy did not have any significant effect on job satisfaction, but together it had a significant effect on job satisfaction. Thirdly, work engagement had a significant effect on job satisfaction. Fourthly, job characteristics and perceived organizational support had a greater effect on job satisfaction directly, and self-efficacy had a greater effect on job satisfaction indirectly through work engagement. The results of this research can be used as a reference for P4TK to improve employees' job satisfaction, and ultimately, support the achievement of organizational goals.

scholarly journals Analisis Dukungan Organisasional Persepsian Dan Employee Engagement Terhadap Kinerja Karyawan: Kepuasan Kerja Sebagai Pemediasi

2020 ◽  
Vol 9 (3) ◽  
pp. 286-304
Author(s):  
YUNI SISWANTI YUNI ◽  
Krisnandini Wahyu Pratiwi
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Organizational Support ◽  
Research Method ◽  
Perceived Organizational Support ◽  
Employee Performance ◽  
Validity And Reliability ◽  
Permanent Employees ◽  
Simple Regression

This study aims to analyze the effect of perceived organizational support (POS) and employee engagement on performance and the role of job satisfaction in mediating the effect of perceived organizational support (POS) and employee engagement on performance. The population in this study were permanent employees at PT. Solusi Bangun Indonesia Tbk. The research method used was a survey and a sample size of 185 employees. The research instrument adopted from previous research. Retrieval of data by means of questionnaires and interviews. Validity and reliability tests show all questionnaire items are valid and reliable. To test H1 and H2 with simple regression, H3 and H4 test with Baron and Kenny regression model. The results of hypothesis testing show that: (1) perceived organizational support has a significant effect on employee performance, (2) employee engagement has a significant effect on employee performance, (3) job satisfaction partially mediates the effect of perceived organizational support on employee performance, and (4) job satisfaction does not mediate the effect of Employee engagement on employee performance.  

Perceived organizational support, self-efficacy and work engagement: testing for the interaction effects

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ibrahim Abaasi Musenze ◽  
Thomas Sifuna Mayende ◽  
Abbey Kalenzi ◽  
Rehema Namono
Keyword(s):  
Primary Education ◽  
Work Engagement ◽  
Organizational Support ◽  
Self Efficacy ◽  
Perceived Organizational Support ◽  
Interactive Effects ◽  
Equation Modeling ◽  
Future Research ◽  
Content Type ◽  
Education Industry

PurposeThe purpose of this paper is to examine the relationship of the interaction effect of perceived organizational support (POS) and self-efficacy (SE) with work engagement (WE) within the primary education industry.Design/methodology/approachThe paper relies on structural equation modeling (SEM) with AMOS (V.22) to test and resolve the conditional hypothesis that fusion of POS and SE is necessary for WE.FindingsThe scale of effect of POS on WE depends on SE; hence, the assumption of nonadditivity is achieved. Precisely, the interaction of POS and SE is necessary for WE.Research limitations/implicationsThe study was based on a single research methodological approach, namely quantitative research methodology, which could have been affected the outcome of this investigation. Future studies could investigate WE interaction model through qualitative lens in order to provide a triangulation opportunity. Moreover, the findings from the current study are cross-sectional, and data were collected at a snapshot. Therefore, future research should consider the multiplicative effects studied in this paper across time.Practical implicationsAttempts to heighten WE levels, among government primary school teachers in Uganda, would require that management regularly ventures into finding a more practical and feasible fusion of POS with SE in order to provide significant levels of WE among employees of primary education industry.Originality/valueThis is the first study that tests the interactive effects of POS and SE on WE in Uganda's primary education industry.

Mechanism between perceived organizational support and work engagement: explanatory role of self-efficacy

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ibrahim Abaasi Musenze ◽  
Thomas Sifuna Mayende ◽  
Ahmed Jowalie Wampande ◽  
Joseph Kasango ◽  
Ongario Ronald Emojong
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Self Efficacy ◽  
Perceived Organizational Support ◽  
Mediating Effect ◽  
Explanatory Role ◽  
Content Type ◽  
Strong Positive Relationship ◽  
Education Industry ◽  
The Relationship

PurposeThe purpose of this paper is to explore the relationship between perceived organizational support (POS) and work engagement and the mediating effect of self-efficacy on the POS–work engagement relationship.Design/methodology/approachA questionnaire survey was developed and distributed to a sample of primary school teachers drawn from the education industry.FindingsAnalysis of the data supports a strong positive relationship between the extent of POS and work engagement. This study also found that self-efficacy mediated the relationship between POS and work engagement.Research limitations/implicationsThis study has important implications for managers. First, it motivates managers, by providing justification for provision of support to employees for increased engagement at work. Based on the results of this study, POS is associated with enhanced work engagement levels. Second, evidence from this study illustrates to the organization the importance of developing an environment of support to further enhance work engagement. When employees do not acknowledge and feel supported from their respective organizations, work engagement levels may be sub-optimal. This research is limited, as the data were collected at one point of time, and this has implications for employees and organizations.Originality/valueThere is increasing recognition of the importance of POS in enhanced work engagement levels. Within this context, no previous research has empirically examined the mediating effect of self-efficacy on the relationship between POS and work engagement in the setting of primary education sector.

scholarly journals Pengaruh Perceived Organizational Support, Job Demands, dan Job Satisfaction terhadap Work Engagement

2021 ◽  
Vol 9 (3) ◽  
pp. 920-930
Author(s):  
Muhammad Mudrik Fairnandha
Keyword(s):  
Job Satisfaction ◽  
Statistical Analysis ◽  
Work Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Job Demands ◽  
Sampling Technique ◽  
Analysis Method ◽  
Statistical Analysis Method ◽  
Research Type

This study aims to determine the effect of perceived organizational support, job demands and job satisfaction on work engagement among employees of SPBU COCO PT. Pertamina Retail Ketintang and Jemursari Surabaya. This research type is causal research that uses a quantitative approach. The sampling technique is total sampling, where the entire population was used as the sample. The sample that used is 60 respondents. The statistical analysis method is multiple linear regression with the help of the SPSS version 20 application. The results show that perceived organizational support has a significant effect on work engagement. Job demands have no significant effect on work engagement. Moreover, job satisfaction has no significant effect on work engagement. The company should pay more attention to decreasing their workers' satisfaction to maintain work engagement. 

scholarly journals Identifikasi pengaruh perceived organizational support terhadap kepuasan kerja dengan work engagement sebagai variabel pemediasi

2018 ◽  
Vol 7 (1) ◽  
Author(s):  
Rini Sarianti ◽  
Yuki Fitria ◽  
Etha Visari Nazara
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Work Engagement ◽  
Organizational Support ◽  
Significant Relationship ◽  
Perceived Organizational Support ◽  
Secondary Data ◽  
Primary Data ◽  
Development Bank ◽  
Regional Development Bank

The purpose of this research is to analyze (1) the influence of perceived organizational support on job satisfaction (2) the influence of perceived organizational support on employee engagement (3) the influence of perceived organizational support on job satisfaction with employee engagement as a mediating variable. The population in this research are the employees of Department of PT. West Sumatera Regional Development Bank of Padang consist of 115 employees. The samples were selected using Clustered Proportional Random Sampling which the total of the samples are 89 employees. The data used are primary data and secondary data. The data was analyzed using multiple regression analysis with mediating variable. The result of this research shows (1) perceived organizational support has a positive and significant relationship on job satisfaction (2) perceived organizational support has a positive and significant relationship on employee engagement (3) employee engagement become a mediator on the effect of perceived organizational support on job satisfaction.Keywords: Perceived organizational support; job satisfaction; employee engagement.

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