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Journal articles on the topic 'Job employee engagement'

Author: Grafiati

Published: 11 December 2022

Last updated: 31 July 2025

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1

Dr. C. SWARNALATHA, Dr C. SWARNALATHA, and T. S. PRASANNA T.S. PRASANNA. "Employee Engagement and Job Satisfaction." International Journal of Scientific Research 3, no. 5 (2012): 339–40. http://dx.doi.org/10.15373/22778179/may2014/106.

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Jonathan, Victoria, and Tiffany Kew. "Job Crafting and Employee Engagement Among Employees in Public Organisations in Malaysia." Trends in Undergraduate Research 8, no. 1 (2025): e1-13. https://doi.org/10.33736/tur.6102.2025.

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Organizations are continuously seeking ways to make jobs more meaningful to improve employee engagement and productivity. It is important to understand public sector employee perceptions of job crafting and engagement as this group represent a significant number of the workforce, and their engagement directly influences organisational performance. This study investigates the relationship between job crafting and employee engagement among employees in public organisations in Malaysia. A cross-sectional, quantitative research approach was employed with a self-administered survey questionnaire di

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Kanuto, Dr Aham Edward. "Examining the Relationship between Job Satisfaction, Employee Engagement, and Turnover Intentions: Insights for HR Strategy." International Journal of Science and Business 36, no. 1 (2024): 117–30. http://dx.doi.org/10.58970/ijsb.2379.

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This study examines the association between job satisfaction, employee engagement, and turnover intentions within commercial banks in South Sudan. A sample of 234 respondents was collected from various commercial banks, utilizing a covariance-based structural equation modeling (SEM) approach. The study employed a 5-point Likert scale to measure job satisfaction, employee engagement, and turnover intentions. Findings revealed significant direct effects of job satisfaction on both employee engagement (β = 3.326, p < 0.05) and turnover intentions (β = -2.123, p < 0.05), indicating that high

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Haryono, Siswoyo. "The Mediating Role of Work Satisfaction on the Effect of Organizational Justice on Employee Engagement." Advances in Social Sciences Research Journal 8, no. 8 (2021): 196–207. http://dx.doi.org/10.14738/assrj.88.10660.

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This research evaluates the mediation role of job satisfaction on the effect of organizational justice on employee engagement among temporary employees at Universitas Muhammadiyah Yogyakarta. The population of temporary employees at Universitas Muhammadiyah Yogyakarta is 213, and the sample was 70. The analysis employed Smart PLS 3.0. The results show that organizational justice affects job satisfaction, and job satisfaction significantly affects employee engagement. Job satisfaction has a mediation role in the effect of organizational justice on employee engagement among temporary employees a

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Syalieta, Kavita Syarla, and Fuad Mas'ud. "Examining the Relationship between Person-Job Fit and Employee Engagement: The Mediating Role of Job Satisfaction." Journal of Business and Management Review 6, no. 5 (2025): 536–50. https://doi.org/10.47153/jbmr.v6i5.1571.

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Research Aims: This study aims to analyze the effect of person-job fit on employee engagement with job satisfaction as an intervening variable. This research is based on the problem of decreasing employee engagement levels in an outdoor activity retail company, PT.XYZ, which is indicated to be influenced by organizational restructuring and job rotation. Design/methodology/approach: This research is a quantitative study using a survey method. The population consists of permanent employees of PT. XYZ in Bandung, Indonesia. A purposive sampling technique was employed, resulting in a sample size o

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Kiran R, Ms, and Mrs A. Santhiya. "A Study on Examining the Impact of Employee Engagement on Job Satisfaction at Saravana Selvarathinam." INTERANTIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 09, no. 03 (2025): 1–9. https://doi.org/10.55041/ijsrem42925.

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Employee engagement has emerged as a key driver of job satisfaction in modern organizations, influencing employee retention, productivity, and overall workplace morale. This research provides a comprehensive examination of the relationship between employee engagement and job satisfaction at Saravana Selvarathinam, one of India’s leading retail enterprises. The study explores various factors such as workplace culture, managerial effectiveness, recognition programs, and organizational support that contribute to employee engagement and, consequently, job satisfaction. A structured quantitative re

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Rana, Geeta, Ravindra Sharma, S. P. Singh, and Vipul Jain. "Impact of Employer Branding on Job Engagement and Organizational Commitment in Indian IT Sector." International Journal of Risk and Contingency Management 8, no. 3 (2019): 1–17. http://dx.doi.org/10.4018/ijrcm.2019070101.

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This article seeks to empirically examine the impact of employee branding on job engagement and organizational commitment in Indian IT companies. The data was collected from 250 employees employed in various companies in Indian IT companies. Results revealed a strong positive association between employer branding and job engagement, job engagement and organizational commitment, and employer branding and organizational commitment. Further, job engagement showed a partial mediating effect on the link between employer branding and organizational commitment. This is the first empirical investigati

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Arifin, Syaiful. "The Role of Job Satisfaction in Mediating Employee Engagement on Employee Performance." International Journal of Research in Social Science and Humanities 05, no. 04 (2024): 01–07. http://dx.doi.org/10.47505/ijrss.2024.4.1.

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This research aims to analyze the effect of employee engagement on job satisfaction, analyze employee engagement on employee performance, analyze job satisfaction on employee performance and analyze job satisfaction in mediating employee engagement on employee performance. The sample in this research was 120 employees. The data analysis technique uses SmartPLS. The results of the analysis show that employee engagement influences job satisfaction. Employee engagement influences employee performance. Job satisfaction influences employee performance. Job satisfaction mediates the effect of employ

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Aanchal and Heena Atwal. "Perceived Employer Branding, Employee Engagement and Employee Outcomes: A Proposed Mediation Model." Colombo Business Journal 14, no. 2 (2023): 32–56. http://dx.doi.org/10.4038/cbj.v14i2.156.

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This paper develops a conceptual framework to understand the relationship between perceived employer branding, employee engagement, and desirable attitudinal and behavioural outcomes. This conceptual framework proposes employee engagement as a mediator between perceived employer branding and different attitudes and behaviours such as job satisfaction, organisational commitment, turnover intention, task performance, and organisational citizenship behaviour in accordance with social exchange theory and the job-demand resources model. The paper expanded the research on employer branding by presen

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PRAVEEN, M. "A Project Report on Employee Empowerment and Job Engagement of Employee." INTERNATIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 09, no. 04 (2025): 1–9. https://doi.org/10.55041/ijsrem45811.

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ABSTRACT: This study explores the relationship between employee empowerment and job engagement within organizational settings. Employee empowerment, defined as the process of enabling employees to take initiative and make decisions, is considered a crucial factor in enhancing motivation and productivity. The study aims to examine how different dimensions of empowerment—such as autonomy, access to resources, and participation in decision-making—impact employees’ emotional and cognitive engagement with their jobs. Using a mixed-methods approach, data were collected through surveys and interviews

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Muchsinati, Evi Silvana, and Marcerllina Teo. "ANALYSIS OF THE FACTORS THAT INFLUENCE EMPLOYMENT AS ONLINE TRANSPORTATION DRIVERS IN BATAM CITY." Journal of Business Studies and Mangement Review 5, no. 1 (2022): 33–39. http://dx.doi.org/10.22437/jbsmr.v5i1.14801.

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The development of transportation always follows by technological developments. The impact given by changes in technological developments on online transportation is to provide opportunities for people to have new jobs. This research aims to analyze the influence of training, motivation, job stress, and job satisfaction on employee performance with employee engagement as a mediation. This study involves 400 employees of Gojek in Batam City. Using SmartPLS analysis, it was found that training is positive not significant on employee performance with employee engagement as mediation. Job stress i

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Dwi, Sandy Kusbiantoro, Pasca Rini Amanda, and Matulessy Andik. "Job Satisfaction, Job Insecurity and Employee Engagement." International Journal of Social Science and Human Research 07, no. 11 (2024): 8508–14. https://doi.org/10.5281/zenodo.14193891.

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This study aims to analyze correlation between job insecurity, job satisfaction and employee engagement in employees of PT. PNM, Surabaya Branch. Method being used in this research is quantitative. Researchers are using primary data and gathering the data, straight from subjects in their office. Researchers are using google form as a tool to gather the answer. There are 3 scales that’s been delivered via Google form, job satisfaction, job insecurity and employee engagement scale. Answers from subjects are being tested using statistic app named SPSS 21 for windows. Conclusion from the tes

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J., Jeyakumar, and Nandhini R. "A Study on Employee Engagement in Food Processing Industry - Madurai." Shanlax International Journal of Management 7, S1 (2020): 10–17. https://doi.org/10.5281/zenodo.3777938.

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“This is about how we create the conditions in which employees offer more of their capability and potential”. Employee engagement is the extent to which employees feel passionate about their jobs and are committed to the organization. It is used as one of the measure to validate the job satisfaction based on the concept that employee prolong in the organization only when they satisfy to it. This Study tries to understand Employee engagement in food processing industry, the factors such as Salary, Work Environment, Motivation, Job role,etc., are evaluated at their Madurai Office by

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Khalid, Komal, and Amna Jamal Boraji. "From high-performance work systems to retention: the engagement, proactivity, and performance bridge." Revista Amazonia Investiga 13, no. 73 (2024): 318–30. http://dx.doi.org/10.34069/ai/2024.73.01.27.

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This quantitative study explores the effects of high-performance work systems on employee retention through individual factors such as job engagement, employee proactive behavior, and employee performance. The study utilizes a sample of 279 employees employed in the healthcare sector in Saudi Arabia. For hypotheses testing, structural equational modeling was used through SmartPLS4. The findings highlight the influence of HPWS on increased employee proactive behavior, employee performance, and job engagement, resulting in increased employee retention. Additionally, a serial indirect effect of e

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Eddy Madiono Sutanto, Peter J. Sigiols, and Evelyn Natania Wijaya. "WORK-LIFE BALANCE, EMPLOYEE ENGAGEMENT, JOB SATISFACTION, AND INDONESIAN EMPLOYEES’ PERFORMANCE." International Journal of Business and Society 25, no. 3 (2024): 832–51. https://doi.org/10.33736/ijbs.8355.2024.

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The COVID-19 pandemic has been also impacting employees’ work-life. This study examined the effect of work-life balance on employee performance through employee engagement and job satisfaction as intermediate variables. It was quantitative research and used a non-probability sampling method. Data was collected through a questionnaire with 210 responses, and 207 were processed using SmartPLS. The results showed that work-life balance had no significant effect on employee performance. In contrast, the intermediate variables like employee engagement and job satisfaction significantly influenced e

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Rai, Alka. "Differential relationship of challenge and hindrance demands with employee engagement." International Journal of Sociology and Social Policy 38, no. 9/10 (2018): 887–906. http://dx.doi.org/10.1108/ijssp-12-2017-0174.

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Purpose The purpose of this paper is to examine how job resources may moderate the relationship of two types of job demands (i.e. challenge and hindrance demands) with employee engagement. It is hypothesized that job resources can buffer the association of job hindrances with employee engagement while job resources may escalate engagement in the condition of challenge demands. Design/methodology/approach The population of the study is Scale-I officers of Indian public sector banks (PSBs). The sample included 608 Junior Management Grade–Scale I officers employed in Indian PSBs. Findings Results

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Cole, Michael S., Frank Walter, Arthur G. Bedeian, and Ernest H. O’Boyle. "Job Burnout and Employee Engagement." Journal of Management 38, no. 5 (2011): 1550–81. http://dx.doi.org/10.1177/0149206311415252.

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Byrne, Orla, and Joe MacDonagh. "What’s love got to do with it? Employee engagement amongst higher education workers." Irish Journal of Management 36, no. 3 (2017): 189–205. http://dx.doi.org/10.1515/ijm-2017-0019.

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AbstractEmployee engagement is an important construct in management research as engaged employees not only perform better in their jobs but also feel happier and more fulfilled in the workplace. Employee engagement is a function of the job resources employees have in coping with their job demands. This paper makes a threefold contribution to the existing engagement literature by: (1) exploring this construct with a sample of third-level academics in the Irish public sector – a relatively unmapped sample in engagement research, (2) identifying organisational support as a key job resource that e

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Usman, Maryadi, Muhammad Adam, and Muhlis. "The Influence of Job Mutation and Work Engagement on Job Satisfaction and Its Impact on Employee Performance of Health Social Security Administering Body (BPJS Health) of The Banda Aceh Branch." International Journal of Scientific and Management Research 07, no. 05 (2024): 09–16. http://dx.doi.org/10.37502/ijsmr.2024.7402.

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This study aims to test the Job mutation and Work engagement effect on Job Satisfaction and their impact on the performance of Health Social Security Administering Body (BPJS) employees in the Banda Aceh Branch. In this study, the intended population was all employees, totaling 78 people. The sampling technique used a saturated sampling. Data were processed using the Partial Least Square (PLS) method. The result shows in the BPJS Health of Banda Aceh Branch that job mutation influences significantly Job Satisfaction, Work Engagement influences significantly Job satisfaction, Job mutation does

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Usman, Maryadi, Muhammad Adam, and Muhlis. "The Influence of Job Mutation and Work Engagement on Job Satisfaction and Its Impact on Employee Performance of Health Social Security Administering Body (BPJS Health) of The Banda Aceh Branch." International Journal of Scientific and Management Research 07, no. 03 (2024): 09–16. http://dx.doi.org/10.37502/ijsmr.2024.7302.

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This study aims to test the Job mutation and Work engagement effect on Job Satisfaction and their impact on the performance of Health Social Security Administering Body (BPJS) employees in the Banda Aceh Branch. In this study, the intended population was all employees, totaling 78 people. The sampling technique used a saturated sampling. Data were processed using the Partial Least Square (PLS) method. The result shows in the BPJS Health of Banda Aceh Branch that job mutation influences significantly Job Satisfaction, Work Engagement influences significantly Job satisfaction, Job mutation does

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Sarikit, Maya. "PENGARUH WORK LIFE BALANCE DAN KETERIKATAN PEGAWAI TERHADAP KINERJA PEGAWAI FAKULTAS ILMU SOSIAL DAN ILMU POLITIK UNIVERSITAS INDONESIA." Jurnal Manajemen Pendidikan 8, no. 1 (2017): 82. http://dx.doi.org/10.21009/jmp.08108.

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The objective of the research is to obtain information about the influence of work life balance and employee engagementon employees job performance onFaculty of Social and Political Sciences of the University of Indonesia .The research was conducted to all of employees onFaculty of Social and Political Sciences of the University of Indonesia by using a survey method with path analysis applied in testing hypothesis. The number 67 employees as sample was selected by using Slovin formula. The result of the study reveals that: (1) there is direct effect of work life balance on job performance. (2)

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Yondonrenchin, Munkhdemberel, and Altanchimeg Zanabazar. "Relationship between Multiplier, Employee Job Attitude, and Employee Engagement." Archives of Business Research 11, no. 7 (2023): 70–82. http://dx.doi.org/10.14738/abr.117.15045.

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Nowadays, with the rapid development of the business sector and increasing competition, the significance of effective leadership in managing business organizations has escalated significantly. In this fiercely competitive environment, it is imperative for leaders to recognize and respond to the emotions of their employees. Consequently, they need to place great emphasis on employee attitudes, satisfaction, loyalty, and engagement. This study aims to examine the correlation between the multipliers which is a new style of modern leadership, employee job attitudes, and employee engagement. The re

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Sarah Ladita, Survival Survival, and Choirul Anam. "The Influence Of Job Characteristics On Organizational Citizenship Behaviour And Job Engagement And Its Implications For Employee Performance." ePaper Bisnis : International Journal of Entrepreneurship and Management 1, no. 2 (2024): 01–13. http://dx.doi.org/10.61132/epaperbisnis.v1i2.17.

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This study aims to analyse the influence of job characteristics on Organizational Citizenship Behaviour and Job Engagement, and its implications for employee performance. This study uses a quantitative approach with a survey method. Data were collected through questionnaires distributed to 78 employees from the Faculty of Social and Political Sciences, Universitas Brawijaya. Data analysis was conducted using path analysis techniques with the Smart-PLS3 tool to test the relationship between the variables studied. The results showed that job characteristics are not significant to employee perfor

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Reggy Irawan Setiyobudi, Hary Sulaksono, and Muhammad Firdaus. "Analysis of Influence Employee Competenceand Job Satisfaction on Employee Performance with Employee Engagement as a Mediating Variable at PT. Perkebunan Nusantara XII Surabaya." International Journal of Economics, Commerce, and Management 2, no. 2 (2025): 138–49. https://doi.org/10.62951/ijecm.v2i2.535.

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This study aims to analyze the effect of employee competence and job satisfaction on employee performance, with employee engagement as a mediating variable at PT Perkebunan Nusantara XII Surabaya. Employee competence and job satisfaction are crucial factors in improving employee performance, while employee engagement plays a role in strengthening this relationship. This research adopts a quantitative approach using secondary data from employee competency measurement reports for the 2020-2022 period. The analysis method employed is Structural Equation Modeling (SEM) with the Partial Least Squar

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Munir, Rashid, Abdul Wahab, Maqsooda Perveen, Aamna Khan, Abdul Rauf Kashif, and Muhammad Ahmed Shehzad. "Job resources and employee turnover: Examining the role of employee engagement and job demands." Journal of Public Value and Administrative Insight 5, no. 2 (2022): 330–55. http://dx.doi.org/10.31580/jpvai.v5i2.2558.

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The purpose of this study was to find out the impact of job resources on employees turnover intention. It also aimed at examining the moderating role of job demand (time pressure) in the relationship of job resources and employee engagement. Data was collected from the employees of universities, including administrative employees and all academic employees (lecturer to professors). The findings exhibit that reward & recognition affect turnover intention positively and significantly. It was also found by regression analysis that organizational support has a positive impact on employee engag

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Bucăţa, George, Ioan Virca, and Florin Popescu. "Organisational Commitment, Motivation and Job Satisfaction." Land Forces Academy Review 27, no. 2 (2022): 124–33. http://dx.doi.org/10.2478/raft-2022-0017.

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Abstract Employee engagement is a constant theme in the business world. When employees are successful, so are the companies they work for. The purpose of this article is to bring to the forefront some information that can influence higher organisational engagement and help managers approach open methods of employee relations to get employees dedicated to collaborative work and results. In business, motivation is closely linked to organisational commitment. The higher the level of engagement, the more things like productivity or efficiency can occur, giving the employer more advantages over the

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Suardana, Ida Bagus Raka, Luh Kadek Budi Martini, and Anik Yuesti. "The Effect of Employee Engagement, Job Satisfaction, and Superior-Subordinate Relationships on the Desire to Change Job and its Implications in Employee Resignation." Revista de Gestão Social e Ambiental 18, no. 6 (2024): e05856. http://dx.doi.org/10.24857/rgsa.v18n6-055.

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Purpose: This research aimed at (1) analyze the effect of work engagement, job satisfaction and superior-subordinate relations on the desire to change jobs; (2) analyze the effect of the desire to change jobs, work engagement, job satisfaction and the relationship between superiors and subordinates on employee resignation.  Material and Method: This research was a quantitative research design. The sources of data used were primary data and secondary data. The sample used was health workers’ employees (doctors, nurses, midwives, analysts and pharmacists) in a private hospital in Den

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Tarihoran, Sahat Andalan Juliwan Saputra, Muhammad Donal Mon, and Evi Silvana Muchsinati . "The Effect Polychronicity on Employee Engagement." Almana : Jurnal Manajemen dan Bisnis 9, no. 1 (2025): 1–14. https://doi.org/10.36555/almana.v9i1.2665.

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The hotel industry is a work environment where activities are increasingly complex. Rapid world changes and globalization have caused major problems in today's commercial environment, especially in the hospitality industry including the provision and maintenance of superior guest services, labor scarcity, and retention of the best employees. This study examines the role of compensation as a moderating variable to test how polychronicity and job satisfaction influence employee engagement in the hospitality business. Purposive sampling and procedure were employed in the survey method data collec

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Che Ahmat, Nur Hidayah, Susan Wohlsdorf Arendt, and Daniel Wayne Russell. "Examining work factors after Malaysia’s minimum wage implementation." International Journal of Contemporary Hospitality Management 31, no. 12 (2019): 4462–81. http://dx.doi.org/10.1108/ijchm-10-2018-0827.

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Purpose This study aims to generate novel insights about minimum wage policy implementation through a joint assessment of the mediating roles of work motivation, work engagement and job satisfaction in predicting outcomes such as turnover intention and work engagement. Design/methodology/approach Data were collected from hotel employees in Malaysia using an electronic survey. A total of 239 responses were used in analyzing direct and indirect effects. Findings Results reveal that work motivation, work engagement and job satisfaction significantly mediated the relationship between employee comp

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Suhartanto, Dwi, and Anthony Brien. "Multidimensional engagement and store performance." International Journal of Productivity and Performance Management 67, no. 5 (2018): 809–24. http://dx.doi.org/10.1108/ijppm-03-2017-0065.

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Purpose The purpose of this paper is to examine the effect of multidimensional engagement (job engagement and organization engagement) on retail stores’ performance directly and indirectly through job performance and job satisfaction. Design/methodology/approach Data were collected from frontline retail store employees. A variance-based structural equation modeling (PLS) is used to examine the relationships between multidimensional engagement, job performance, job satisfaction, and store performance. The bootstrap method was applied to examine the mediation role of job performance and job sati

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Jennifer, C. Gonzaga, Mangarin Rey, and Montaño Marlon. "Job Satisfaction and Work Engagement of Millennial Employees of the BPO Industry." International Journal of Business Management and Technology 6, no. 1 (2023): 96–106. https://doi.org/10.5281/zenodo.7676062.

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: This study was conducted to determine the significant influence of job satisfaction to employee work engagement of millennial employees in the BPO companies in Davao Region, Philippines. The study used a quantitative non-experimental descriptive-correlation methodology with a simple random sample technique among 405 BPO millennial employees as respondents. Mean was used to measure the level of job satisfaction and employee work engagement while linear regression analysis was used in determining what domain of job satisfaction significantly influence employee work engagement of millennial emp

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Aprianita and Mafizatun Nurhayati. "The Effect of Job Insecurity on Job Performance with Islamic Work Ethics and Employee Engagement as Mediation Variables (Study at Bank Muamalat West Jakarta Region)." European Journal of Business and Management Research 6, no. 5 (2021): 20–25. http://dx.doi.org/10.24018/ejbmr.2021.6.5.1054.

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Employee performance at the company will be maximized if employees feel safe and are not always worried about losing their jobs in the near future. The purpose of this study was to determine whether job insecurity has an effect on job performance with Islamic work ethics and employee engagement as mediating variables. This type of research is quantitative, the research population is permanent employees in 5 main branch offices of Bank Muamalat, West Jakarta area with a sample size of 186 respondents. The sampling method uses a saturated sample. Collecting data using a survey method with a ques

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Aprianita and Mafizatun Nurhayati. "The Effect of Job Insecurity on Job Performance with Islamic Work Ethics and Employee Engagement as Mediation Variables (Study at Bank Muamalat West Jakarta Region)." European Journal of Business and Management Research 6, no. 5 (2021): 20–25. http://dx.doi.org/10.24018/ejbmr.2021.6.5.1054.

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Employee performance at the company will be maximized if employees feel safe and are not always worried about losing their jobs in the near future. The purpose of this study was to determine whether job insecurity has an effect on job performance with Islamic work ethics and employee engagement as mediating variables. This type of research is quantitative, the research population is permanent employees in 5 main branch offices of Bank Muamalat, West Jakarta area with a sample size of 186 respondents. The sampling method uses a saturated sample. Collecting data using a survey method with a ques

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Ghufran, Ahmad, M. Shabri Abd Majid, and Sofyan. "The Effect of Self-efficiency, Work Environment, and Job Rotation on Employee Engagement and Their Impact on Employee Performance of Pt Pupuk Iskandar Muda." International Journal of Scientific and Management Research 08, no. 01 (2022): 92–104. http://dx.doi.org/10.37502/ijsmr.2022.5408.

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This study aims to examine the effect of self-efficacy, work environment, and job rotation on employee engagement and their impact on employee performance of PT Pupuk Iskandar Muda (PIM). The population is all PIM employees, totaling 584 employees. Furthermore, to determine the sample, the researcher used a proportionate stratified random sampling technique so that a sample of 237 people was obtained. The research model was tested using SEM-AMOS. The results prove that self-efficacy, work environment, and job rotation affect employee engagement; Self-efficacy, work environment, job rotation, a

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Rasul Baharsyah, Agil, and Dwiarko Nugrohoseno. "Pengaruh Employee Engagement terhadap Job Performance melalui Creativity sebagai Variabel Mediasi." Jurnal Ilmu Manajemen 9, no. 3 (2021): 1279–92. http://dx.doi.org/10.26740/jim.v9n3.p1279-1292.

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The purpose of this paper is to explore the relationship between employee engagement and job performance and to test whether creativity mediates the relationship between engagement and job performance. Job performance is the result of contributions made by employees to the company. Previous research found that employee engagement and creativity were the strongest predictors of job performance. Therefore, the research here wants to test whether creativity is a mediator variable of the two constructs. The sample in this study amounted to 96 banking employees in Sumenep Regency using the snowball

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Aritonang, Marsela Giovani, M. Rajab Lubis, and Nadra Ideyani. "Hubungan Keseimbangan Kehidupan Kerja dan Keterkaitan Pegawai dengan Kepuasan Kerja." Journal of Education, Humaniora and Social Sciences (JEHSS) 4, no. 4 (2022): 2015–22. http://dx.doi.org/10.34007/jehss.v4i4.992.

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The aimed of this research is to determine the relationship between work life balance and employee engagement with job satisfaction among the employees of PT Bank Central Asia Medan. The problem is focused on the work life balance and employee engagement by the company. Measuring tool use is work life balance scale, employee engagement scale, and job satisfaction scale to 92 employees of PT Bank Central Asia Medan and conducting quantitative data analysis with correlated method. The results obtained that there is a significant positive relationship between work life balance and employee engage

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Chhetri, Sabina Baniya. "Predictors and Outcomes of Employee Engagement: Empirical Study of Nepali Employees." Journal of Business and Management Research 2, no. 1-2 (2017): 14–32. http://dx.doi.org/10.3126/jbmr.v2i1-2.18149.

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Engaged employees are the most sought-after resources in organizations across the globe. Efforts have been made by academicians and management consultants to help organizations understand the dynamics of Employee Engagement. Little is known, though, about Employee Engagement and its predictors and outcomes in the context of Nepali organizations. This study examined the relationship between predictors and outcomes of Employee Engagement among employees of Nepali organizations and tested its mediating effects. The study was conducted among 158 employees working in various organizations. Correlat

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Putri, Shintia Nanda, Wahna Widhianingrum, and Wijianto Wijianto. "INFLUENCE EMPLOYEE ENGAGEMENT, CULTURE ORGANIZATION AND MOTIVATION WORK TO SATISFACTION WORK EMPLOYEES AT PT. PAWNSHOP PONOROGO." Proceeding of International Conference on Social Science and Humanity 1, no. 1 (2024): 81–97. http://dx.doi.org/10.61796/icossh.v1i1.7.

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General Background: Effective human resource management is essential for organizational growth, particularly in fostering employee job satisfaction. Specific Background: Employee engagement, organizational culture, and work motivation are widely recognized as key factors influencing job satisfaction, yet their specific impacts may vary across organizations. Knowledge Gap: While previous studies have explored these variables, limited research has focused on their combined effect within the context of PT Pegadaian Ponorogo. Aims: This study aims to determine the partial and simultaneous effects

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P, NANDAN. "Analysis of Human Resources Practices in Banking Sector with Special Reference to Qualification of Employees." YMER Digital 21, no. 08 (2022): 460–73. http://dx.doi.org/10.37896/ymer21.08/40.

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The report is based on HR initiatives and employee involvement in banks in the city of Bhubaneswar. The study's goals are to identify the HR initiatives implemented by both public and private sector banks, identify the factors that truly contribute to employee engagement in the banking industry, ascertain employees' perceptions of employee engagement, and examine the impact of demographic factors on employee engagement. Employee engagement is a high attitude of optimism regarding one's employment. It is a combination of elements including employee engagement, sense of belonging to the organisa

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Khair, Hazmanan, Jufrizen, Nina Annisa, Ratih Pratiwi, and Abdul Rozak. "Leader-Member Exchange, Perceived Organisational Support And Job Satisfaction: Mediating Role Of Employee Engagement." Jurnal Manajemen 28, no. 1 (2024): 64–87. http://dx.doi.org/10.24912/jm.v28i1.1638.

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This study examined the influence of leader-member exchange and perceived organisational support on job satisfaction, with employee engagement as a mediator, either directly or indirectly. This study employs a quantitative associative methodology. This study's participants were all PT Pelabuhan Indonesia (Persero) TPK Perawang employees. This study's sample consisted of a total of 67 employees who were selected using the saturated sampling procedure. Interviews and questionnaires were used for data collection in this study. This investigation employed SEM-PLS for data analysis. This investigat

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Sefnedi, Dwi Fitri Puspita, and Farah Tiara. "THE EFFECT OF PSYCHOLOGICAL EMPOWERMENT AND HR PRACTICES ON JOB SATISFACTION: THE ROLE OF EMPLOYEE ENGAGEMENT AS MEDIATOR." International Journal of Business Management and Economic Review 06, no. 01 (2023): 52–63. http://dx.doi.org/10.35409/ijbmer.2023.3459.

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Employee job satisfaction has become the center of attention for academics and practitioners. Nevertheless, the determinants of employee job satisfaction are still far from conclusive. This study investigates the impact of employee engagement as a mediation between psychological empowerment, HR practices, and job satisfaction. The research population is all employees at the Directorate General of Sea Transportation, West Sumatra, totaling 115 employees. All of them are used as research respondents where data processing uses Smart-PLS. The study's results found that psychological empowerment ha

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Albrecht, Simon, Emil Breidahl, and Andrew Marty. "Organizational resources, organizational engagement climate, and employee engagement." Career Development International 23, no. 1 (2018): 67–85. http://dx.doi.org/10.1108/cdi-04-2017-0064.

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Purpose The majority of job demands-resources (JD-R) research has focused on identifying the job demands, job resources, and personal resources that influence engagement. The purpose of this paper is to assess the significance of proposed associations between organizationally focused resources, organizational engagement climate, and engagement. Design/methodology/approach The authors tested a model proposing that six specific organizational resources would have positive associations with organizational engagement climate, and positive direct and indirect associations with job resources and emp

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Kibambila, Vincent K. "Job characteristics and work engagement among secondary school teachers: the moderating role of co-worker support." African Business Management Journal 2, no. 1 (2024): 1–14. http://dx.doi.org/10.58548/2024abmj21.0114.

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This study examines the moderating effect of co-worker support on the relationship between job characteristics and employee work engagement among secondary school teachers in Tanzania. A cross-sectional research design was adopted; data were collected using a structured questionnaire from 221 randomly selected respondents, and analysis was carried out using structural equation modelling. The findings indicate that job characteristics have a positive and significant relationship with employee work engagement (β = 0.478, p = 0.001). Additionally, the moderating effect of co-worker support on the

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Upasana, Dhanda. "EMPLOYEE ENGAGEMENT: THE KEY SUCCESS FACTOR." International Journal of Research - GRANTHAALAYAH 3, no. 5 (2017): 77–87. https://doi.org/10.5281/zenodo.883578.

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An organization’s success and profitability depends upon the performance of its employees. Business leaders know that a high-performing workforce is essential for the achievement of strategic business goals. Therefore, it is important that the employees are fully committed towards the organization’s goals and are motivated to give their best efforts for achievement of these goals. Today, the companies have to survive the cut-throat competition and beat their competitors. Therefore, the physical and mental well-being of the employees becomes an important aspect which the HR managers need to foc

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Sarizsmita, Nelly, Mukhlis, and T. Meldi Kesuma. "THE MEDIATION IMPACT OF INNOVATIVE BEHAVIOR AND JOB SATISFACTION ON THE INFLUENCE OF TRANSFORMATIONAL LEADERSHIP AND ENGAGEMENT ON EMPLOYEE PERFORMANCE AT PT PEMBANGUNAN ACEH." International Journal of Business Management and Economic Review 08, no. 02 (2025): 77–89. https://doi.org/10.35409/ijbmer.2025.3661.

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This research examines the mediating effects of innovative behavior and job satisfaction on the impact of transformational leadership and employee engagement on employee performance at PT Pembangunan Aceh Company (PEMA). The study's population consisted of all 102 employees of PEMA. A census method was employed, utilizing the entire population as the sample. Data analysis was conducted using Partial Least Squares (PLS). The findings reveal that transformational leadership and employee engagement positively influence innovative behavior and job satisfaction, although they do not directly impact

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Monata, Deri, and Yulihasri Yulihasri. "The Role of Job Satisfaction in Mediating the Impact of Work-Life Balance and Employee Engagement on Organizational Commitment." Dinasti International Journal of Management Science 6, no. 1 (2024): 44–57. https://doi.org/10.38035/dijms.v6i1.3106.

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This study investigates the influence of work-life balance, employee engagement, and job satisfaction on organizational commitment among employees. Utilizing a quantitative method with a causal design, data were collected from 191 employees through questionnaires. The results indicate that employee engagement and job satisfaction significantly impact organizational commitment. Employees who are more engaged and satisfied tend to have higher levels of commitment. Additionally, work-life balance was found to positively affect job satisfaction, with a good work-life balance enhancing employee sat

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Dei Mensah, Rebecca, Richard kofi Boateng, and Raphael Kwesi Papa Andoh. "Job Resources, Employee Engagement, and Innovative Work Behaviour of Bank Employees: Does Sex Matter?" Golden Ratio of Human Resource Management 5, no. 1 (2024): 15–32. http://dx.doi.org/10.52970/grhrm.v5i1.419.

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This study examined the relationships between job resources, employee engagement, and innovative work behavior among bank employees, taking into consideration gender differences. Data were gathered from 159 bank workers in the Cape Coast metropolis using a structured questionnaire, and data analysis was carried out using Structural Equation Modelling 4.9.8. A multigroup analysis was also done to assess how different gender roles affect the relationship between job resources, employee engagement, and the innovative work behavior of bank workers. The study found that job resources did not have a

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Sugesti, Linda Bangkit. "THE ROLE OF EMPLOYMENT ENGAGEMENT AND ORGANIZATIONAL TRUST ON EMPLOYEE PERFORMANCE: MEDIATION OF JOB SATISFACTION IN PANDEMIC CONDITION FOR PUBLIC SERVICES EMPLOYEES." Journal of Management and Islamic Finance 1, no. 2 (2021): 267–80. http://dx.doi.org/10.22515/jmif.v1i2.4691.

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The purpose of this study is to determine the influence of work engagement and organizational trust by mediating job satisfaction on employee performance during the pandemic for employees in the public service sector. The type of research was quantitative. This study used primary data with a sample in this study of 103 respondents taken from employees of the public service sector. The sampling technique used purposive sampling. Data collection method was by distributing questionnaires. Analysis technique of PLS (Partial Least Square) was through SEM-PLS software with Smart PLS 3.0. The results

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Dahlan, Nur Dalilah, Mohamad Firdaus Ahmad, Nur Syazwani Zulaikha Safwan, Nur Hani Syazwani Bakri, and Muhammad Wafi A. Rahman. "Exploring the Relationship between Employee Motivation and Job Performance Insight from Terengganu State Sport Council Employees." International Journal of Research and Innovation in Social Science VIII, no. XII (2025): 971–76. https://doi.org/10.47772/ijriss.2024.8120081.

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Motivation among employees is a major issue that significantly has an impact on job performance and organizational success. Motivated employees tend to demonstrate higher productivity and engagement levels in their roles. Thus, this study explored the relationship between employee motivation and job performance in Terengganu State Sports Council (MSNT). The research employed a quantitative design and involved distributing a questionnaire containing 61 items that assessed motivation and job performance to 113 employees in Terengganu State Sports Council (MSNT). The findings revealed a clear and

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Christianto, Reinardus Dwi Prio. "The Influence of Servant Leadership and Employee Compensation on Employee Engagement Through Employee Job Satisfaction as an Intervening Variable at PT Indonesia Power Suralaya Power Generation Unit." Journal of Business and Behavioural Entrepreneurship 5, no. 2 (2022): 118–28. http://dx.doi.org/10.21009/jobbe.005.2.14.

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Background - Nowadays, employee engagement is a major concern for organizational leaders around the world. Human Resources (HR) is a key element of a company that will support effective and efficient organizational governance (Christian et al., 2021). However, not all employees have the same level of engagement, factors that can affect employee commitment such as motivation, job satisfaction, leadership, diversity of co-workers, organizational culture, and others (Vinsensius et al., 2019). Purpose - This study aims to analyze: (1) the magnitude of the influence of servant leadership on e

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