scholarly journals Linking Empowering Leadership and Employee Work Engagement: The Effects of Person-Job Fit, Person-Group Fit, and Proactive Personality

2018 ◽  
Vol 9 ◽  
Author(s):  
Di Cai ◽  
Yahua Cai ◽  
Yan Sun ◽  
Jinpeng Ma
Keyword(s):  
Work Engagement ◽  
Proactive Personality ◽  
Job Fit ◽  
Empowering Leadership ◽  
Employee Work Engagement

Inclusive leadership and employee work engagement: a moderated mediation model

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ping Bao ◽  
Zengrui Xiao ◽  
Gongmin Bao ◽  
Niels Noorderhaven
Keyword(s):  
Work Engagement ◽  
Social Information Processing ◽  
Job Fit ◽  
Inclusive Leadership ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Felt Responsibility ◽  
Positive Direct ◽  
Employee Work Engagement

PurposeThe purpose of this paper is to examine the relationship between inclusive leadership and employee work engagement by identifying person-job fit as a mediator, and employee felt responsibility as a moderator.Design/methodology/approachEmploying a two-wave survey from 261 employees across various industries in China, the study tests hypotheses using hierarchical regression analysis with the PROCESS procedure developed by Hayes.FindingsThe results show that inclusive leadership is positively related to employee work engagement through person-job fit. The results further demonstrate that employees’ felt responsibility moderates the positive direct relationship between inclusive leadership and person-job fit as well as the indirect relationship between inclusive leadership and work engagement via person-job fit.Research limitations/implicationsAlthough two-wave data were used to test the model, issues of common method bias cannot be excluded because the data were collected from a single source (the employee).Practical implicationsOrganizations should promote and develop inclusive leaders in the workplace to enhance employee work engagement, and pay attention to employees' felt responsibility for their work to ensure effectiveness of inclusive leadership.Originality/valueIntegrating social information processing theory and person-environment fit theory, this study enriches the theoretical foundation of inclusive leadership scholarship. This study deepens the understanding of the mechanism underlying the link between inclusive leadership and work engagement, as well as an important boundary condition of this relationship, by examining the mediating role of person-job fit and the moderating role of felt responsibility.

scholarly journals Hubungan self-efficacy dengan employee work engagement pada karyawan

FENOMENA ◽  
2019 ◽  
Vol 28 (1) ◽  
Author(s):  
Diah Sofiah ◽  
Gregorius Kurniawan
Keyword(s):  
Work Engagement ◽  
Self Efficacy ◽  
Employee Work Engagement

Sumber daya manusia berperan sebagai salah satu aset terpenting perusahaan, tidak hanya dilihat dari hasil produktivitas kerja tetapi juga dilihat dari kualitas kerja yang dihasilkan. Karyawan merupakan faktor terpenting dalam menentukan bagaiamana perusahaan bisa bekembang atau tidak. Salah satu ciri sumber daya manusia yang memiliki kualitas baik adalah engaged. Engagement pada karyawan sangatlah penting dalam mendukung perusahaan untuk mencapai sesuatu yang sudah direncanakan. Mangkuprawira dan Hubeis (2007) menjawab akan variabel yang dibutuhkan karyawan untuk mencapai engaged pada perusahaan. Menurut Mangkuprawira dan Hubeis  dalam mencapai employee work engagement, seorang karyawan haruslah memiliki penilaian diri yang baik dan memahami kemampuan yang ia miliki dimana variabel tersebut dinamakan self efficacy. Oleh karena itu, peneliti ingin mengetahu korelasi antara kedua variabel tersebut yakni hubungan antara self efficacy dan employee work engagement. Dalam penelitian ini, digunakanlah subyek yang berasal dari Rumah Sakit St. Vincentius a Paulo dan diambil sampel sebanyak 95 responden. Skala likert digunakan dalam penelitian ini untuk mendapatkan data penelitian. Untuk mengetahui hubungan tersebut, digunakanlah uji korelasi menggunakan product moment pada program SPSS. Dari hasil pengujian ditemukan bahwa skor peason correlation (r) 0,666 dan signifikansi (p) memiliki skor 0,00 berada dibawah kaidah signifikasi 0,05. Hasil tersebut dapat disimpulkan adanya hunguan antara self efficacy dan employee work engagement.

scholarly journals THE IMPACT OF PROACTIVE-PERSONALITY ON INNOVATIVE WORK BEHAVIOR AND WORK ENGAGEMENT IN THE UAE AVIATION INDUSTRY.

2019 ◽  
Vol 2 (1) ◽  
pp. 108-112
Author(s):  
Sultan Salem Alshamsi ◽  
Kamarul Zaman Bin Ahmad
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Proactive Personality ◽  
Work Behavior ◽  
Aviation Industry ◽  
Innovative Work Behavior ◽  
Significant Relationships ◽  
Innovative Work ◽  
The Impact ◽  
The Relationship

The objective of this research is to examine the relationship between Proactive Personality, innovative work behavior, and work engagement. The sample consists of 220 respondent managers in the Aviation Industry in the UAE. Results of Structural Equation Modelling using SmartPLS revealed that there are significant relationships between Proactive Personality and innovative work behavior, and between Innovative Work Behavior and Work Engagement.

scholarly journals Effects of Internal Service Quality on Work Engagement: A Case Study of Hotel Soaltee Crowne Plaza

2020 ◽  
Vol 5 (2) ◽  
pp. 63-76
Author(s):  
Eveeta Shakya ◽  
Puja Tamang
Keyword(s):  
Service Quality ◽  
Work Engagement ◽  
Significant Relationship ◽  
Research Work ◽  
Independent Variables ◽  
Study Results ◽  
Internal Service Quality ◽  
Relationship Of ◽  
The Impact ◽  
Employee Work Engagement

This study examined the Service Quality (SERVQUAL) model with the Internal Service Quality (ISQ) dimensions such as tangibles, reliability, responsiveness, assurance and empathy that impact on employee work engagement. This research work was conducted in Hotel Soaltee Crowne Plaza (SCP), one of the 5-star deluxe hotels of Nepal. The study has adopted an inferential research design to meet the study objectives regarding the impact of independent variables on work engagement of SCP Hotel. A structured questionnaire was distributed to 126 sample respondents out of a total of 503 employees of SCP hotel. The study reveals a significant relationship of work engagement with empathy and not with rest of the independent variables. Based on the findings it is recommended that employees should be taken good care of, and employers should be well aware of the employees’ emotional level since empathy has shown a highly significant relationship with work engagement. Study results have scope of future reference whereby implementing SERVQUAL dimensions for employee work engagement and reduction in employee turnover and improved.

scholarly journals Pengaruh Person Job Fit dan Job Crafting Terhadap Organizational Citizenship Behavior dengan Work Engagement sebagai Variabel Intervening

2020 ◽  
Vol 2 (3) ◽  
pp. 426-433
Author(s):  
Dwi Riyanto ◽  
Irfan Helmy
Keyword(s):  
Organizational Citizenship ◽  
Work Engagement ◽  
Organizational Citizenship Behavior ◽  
Random Sampling ◽  
Job Crafting ◽  
Citizenship Behavior ◽  
Job Fit

Penelitian ini dilakukan berdasarkan fenomena, dan didukung jurnal yang ada, sehingga peneliti tertarik melakukan penelitian tentang pengaruh person job fit dan job crafting terhadap organizational citizenship behavior dengan work engagement sebagai variabel intervening. Tujuan penelitian ini adalah menganalisis dan menjelaskan pengaruh antar variabel independen, variabel intervening dan variabel dependen. Populasi penelitian ini yaitu Perangkat Desa di wilayah Kecamatan Rowokele, sampel penelitian ini sebannyak 54 orang. Teknik pengambilan sampel yang digunakan menggunakan rumus slovin yang dikombinasikan dengan proportional random sampling. Metode pengumpulan data dengan kuesioner, wawancara, studi pustaka. Sikap responden diukur dengan skala likert 4 tingkatan dan data yang diperolah diolah dengan SPSS (Statistical Product and Service Solutions) for windows versi 23.0 analisis data menggunakan analisis deskriptif, analisis statistik (analisis jalur). Hasil penelitian menunjukan bahwa variabel person job fit dan job crafting berpengaruh positif dan signifikan terhadap work enagagement, variabel person job fit tidak berpengaruh langsung terhadap organizational citizenship behavior melainkan berpengaruh melalui variabel mediasi work engagement, variabel job crafting dan work engagement berpengaruh positif dan signifikan terhadap organizational citizenship behavior. Job crafting memberikan pengaruh paling besar terhadap organizational citizenship behavior.

scholarly journals PERAN MEDIASI PERSON-JOB FIT DAN JOB RESOURCES PADA JOB CRAFTING DAN WORK ENGAGEMENT

2019 ◽  
Vol 1 (1) ◽  
pp. 1-8
Author(s):  
Akbar Dirgantara Putra ◽  
Marynta Putri Pratama
Keyword(s):  
Work Engagement ◽  
Partial Least Square ◽  
Least Square ◽  
Job Crafting ◽  
Job Resources ◽  
Job Fit ◽  
Purposive Sampling

Penelitian ini dilakukan berdasarkan fenomena dan didukung artikel jurnal yang ada, sehingga peneliti tertarik melakukan penelitian tentang peran mediasi person-job fit dan job resources pada job crafting dan work engagement. Tujuan penelitian ini adalah menganalisis dan menjelaskan pengaruh antara variabelindependen, variabel mediasi dan variabel dependen. Populasi penelitian ini yaitu karyawan PT. Semesta Pelita Harapan dengan sampel sebanyak 32 orang. Teknik pengambilan sampel yang digunakan adalah purposive sampling. Metode pengumpulan data dengan kuesioner, wawancara dan studi pustaka. Sikap responden diukur dengan skala likert 5 tingkatan dan data yang diperoleh diolah dengan SmartPLS (Partial Least Square))for windows versi 3.2.8. Analisis data menggunakan analisis deskriptif, dan analisis statistik (mediasi). Hasil penelitian menunjukan bahwa job resources berperan sebagai pemediasi penuh (full mediation) antara hubungan job crafting dengan work engagement. Begitupula dengan variabel person-job fit juga memiliki peran pemediasi penuh antara hubungan job crafting dengan work engagement.

The influence of age on the job resources-engagement relationship

2019 ◽  
Vol 27 (4) ◽  
pp. 1218-1238 ◽  
Author(s):  
Wei Ning ◽  
Albi Alikaj
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Job Resources ◽  
Equation Modeling ◽  
Content Type ◽  
Work Arrangements ◽  
Older Employees ◽  
Age Related ◽  
Employee Work Engagement ◽  
The Relationship

PurposeThe purpose of this paper is to examine the moderating role of employee age in the relationship between work engagement and several job resources.Design/methodology/approachThe study used questionnaire-based surveys completed by 804 employees from firms located in West China. The data were then analyzed by conducting latent moderated structural equation modeling.FindingsThe results of the study show that certain job resources (autonomy, recognition, colleague support, participation, job security and flexible work arrangements) are more effective for older employees in promoting work engagement, while other resources (job feedback, opportunities for development, skill variety and internal promotion) are more tailored toward younger employees.Research limitations/implicationsThe results suggest that job resources are not equally effective in affecting employee work engagement. Therefore, future studies should adopt a dynamic lifespan perspective when studying the relationship between job resources and work engagement.Practical implicationsThe current study indicates that to increase younger employees’ work engagement, organizations need to rely more on development-oriented job resources, and to increase older employees’ work engagement, they need to focus more on maintenance-oriented resources.Originality/valueThe literature on work engagement has assumed that the strength of the relationship between job resources and work engagement is uniform among employees at all ages. This study refers to two life-span theories from the development psychology literature to explain that there are age-related differences in the effect of job resources on employee work engagement.

Police work-family nexus, work engagement and turnover intention

2019 ◽  
Vol 42 (5) ◽  
pp. 739-750 ◽  
Author(s):  
Talat Islam ◽  
Rashid Ahmad ◽  
Ishfaq Ahmed ◽  
Zeshan Ahmer
Keyword(s):  
Work Engagement ◽  
Turnover Intention ◽  
Structural Equation ◽  
Equation Modeling ◽  
Job Fit ◽  
Role Conflicts ◽  
Content Type ◽  
Analysis Technique ◽  
Work Family ◽  
Two Stages

Purpose Around 87 percent of employees are not engaged in their work and 82 percent have withdrawal intentions across the globe. Considering these emerging challenges the purpose of this paper is to investigate the associations between inter-role conflicts, work engagement and turnover intention considering person-job-fit (PJF) as a moderator. Design/methodology/approach The data from 343 Punjab police employees were collected on a convenience basis through a questionnaire-based survey. The study used the second generation data analysis technique (i.e. structural equation modeling) in two stages. Findings The results found work engagement as a mediator between inter-role conflicts and turnover intention. In addition, PJF was found to moderate these relations. Research limitations/implications This study collected data from a single province of the county. The study has implications for the academicians and policymakers. Originality/value Considering the emerging challenges to policing, this study is first of its kind to examine the moderating role of PJF. This theoretical model is developed on the basis of conservation of resource theory and field theory.

scholarly journals How Organizational Culture Affects Employee(s) Work Engagement in the Insurance Industries in Ghana: An Ambidextrous Approach [AAA]

2018 ◽  
Vol 9 (4) ◽  
pp. 22
Author(s):  
Aphu Elvis Selase ◽  
Xinhai Lu ◽  
Ekor Sophia Enyonam Abla
Keyword(s):  
Organizational Culture ◽  
Work Engagement ◽  
Survey Design ◽  
Insurance Companies ◽  
Cross Sectional Survey ◽  
Statistical Tools ◽  
Cross Sectional ◽  
Pearson Product Moment Correlation ◽  
And Gender ◽  
Employee Work Engagement

The study assessed how organizational culture affects employee work engagement in the insurance industries in Ghana. A cross sectional survey design was used to purposively sample one hundred and sixty-one (161) employees from two leading insurance companies ambidextrously. The Pearson Product Moment Correlation and Independent t-test were the statistical tools used to test the three hypotheses of the study. The results of the study revealed that, there is a positive significant relationship between organizational culture and employee work engagement. Again it was established that managers are more likely to be engaged on their job than non-managers and gender has no significant influence on engagement levels. The study therefore concluded that, to increase employee work engagement, organizations must adopt a favorable culture. Therefore we recommend that organizations should maintain and sustain favorable culture in order to increase the level of employees work engagement.

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