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Journal ArticleDOI

Job enrichment, organizational commitment, and intention to quit: the mediating role of employee engagement

01 Jul 2019-Problems and perspectives in management (Wika Harisa Putri, Andreas Ronald Setianan)-Vol. 17, Iss: 2, pp 518-526
TL;DR: In this paper, the authors examined the effect of job enrichment, a self-development process on the working environment, to the employee's engagement and organizational commitment, as well as the intention to quit in a different profession.
Abstract: In human resource accounting, personnel recruitment cost is an important issue. High turnover of employees triggers this charge. This research focused on the non-financial issue in employee turnovers for various professions. This study examines the effect of job enrichment, a self-development process on the working environment, to the employee’s engagement and organizational commitment, as well as the intention to quit in a different profession. The respondents of this research are 154 workers who have worked at their institution for at least two years. Using moderate regression analysis and testing two models, the first with linear regression, and the second with moderate regression analysis, this research shows that in the first model, job enrichment and employee engagement affect organizational commitment directly. However, in the second model, this study shows that employee engagement cannot moderate the effect of job enrichment on organizational commitment or the intention to quit. This research also finds that employee engagement affects negatively the intention to quit at work. The research findings strengthen the theory that a self-development process capable of generating employee engagement can assist management in controlling employee turnover rates.

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Citations
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Journal ArticleDOI
04 May 2021
TL;DR: In this article, the authors explored the link between employee engagement, work environment, and job satisfaction on organizational commitment and employee performance in Ghana's Banking sector considering moderated-mediated interaction.
Abstract: Purpose- This paper explored the link between employee engagement, work environment, and job satisfaction on organizational commitment and employee performance in Ghana's Banking sector considering moderated-mediated interaction. Design/Methodology- Data were obtained from seven hundred and twenty (720) employees from selected financial banks in the Greater Accra Region of Ghana through simple random probability sampling. However, seven hundred (700) responses were deemed accurate and therefore used in the analysis. In the analytical process, Weighted Partial Least Squares (WPLS) and Partial Least Squares (PLS) based on Structural Equation Modeling (SEM) were employed. Findings- From the findings, the studied data for both WPLS-SEM and PLS-SEM models met internal consistency reliability, convergent, and discriminant validity. Also, organizational commitment fully mediated the link between work environment and employee performance in the WPLS-SEM model compared to PLS-SEM with partial mediation. It was statistically significant at p<0.01. Practical Implications- Based on the findings, it’s recommended that organizations and managers focus on developing the workers' workplace environment in numerous ways. This should entail valuing workers' contributions, communicating the company's progress and achievement to workers, thus instilling ownership in workers, providing them with a work-life balance, providing the requisite knowledge and tools for successful production, and providing a stable atmosphere. The workplace of all these factors could increase workers' morale and lead to increased productivity.

23 citations


Cites background from "Job enrichment, organizational comm..."

  • ...The mediation role of organizational commitment Previous studies have linked EE and OC (Anindita & Seda, 2018; Hanaysha, 2016a; Khalid & Khalid, 2015; W. H. Putri & Setianan, 2019) and WE to OC (Badrianto & Ekhsan, 2020; Imran et al., 2012; Nguyen et al., 2015; Rorong, 2016)....

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Journal ArticleDOI
TL;DR: In this paper, the influence of job enrichment and empowerment on organizational commitment was analyzed and the role of work motivation and job satisfaction in mediating influence of empowerment and job enrichment on the organizational commitment has been examined.
Abstract: The purpose of this research is to analyze the influence of job enrichment and empowerment on organizational commitment. In addition, the role of work motivation and job satisfaction in mediating the influence of job enrichment and employee empowerment on organizational commitment has also been examined in this study. The sample population consists of all the employees in the regional office of DJKN Bali and Nusa Tenggara, who hold executive positions and have served the office for ≥ 4 years. This study adopts the second-order Partial Least Square (PLS) model and the Smart PLS Version 3.0 program which is used as the analysis tool. The results revealed that: job enrichment has a significant influence on organizational commitment; employee empowerment has an insignificant influence on organizational commitment; work motivation and job satisfaction partially mediate the influence of job enrichment on organizational commitment; work motivation and job satisfaction fully mediate the influence of employee empowerment on organizational commitment. The findings can be used as organizational considerations in developing policies related to job enrichment and employee empowerment, which is expected to motivate and provide satisfaction for employees and improve their organizational commitment.

13 citations


Cites background or result from "Job enrichment, organizational comm..."

  • ...The results support previous research by (Sabella et al., 2016; Islam et al., 2018; Raharjo et al., 2018; Jain & Duggal, 2018; Ahmad, 2018; Putri & Setianan, 2019) who state that job enrichment is a form of qualitative expansion of work that can have a significant effect in increasing…...

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  • ...Empirical studies have proven that job enrichment has a significant and positive influence on organizational commitment (Islam et al., 2018; Raharjo et al., 2018; Jain & Duggal, 2018; Ahmad, 2018; Putri & Setianan, 2019)....

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  • ...…to several previous studies conducted by Sabella et al. (2016), Islam et al. (2018); Raharjo et al. (2018), Jain and Duggal (2018), Ahmad (2018), Putri and Setianan (2019) which stated that job enrichment, which is a qualitative expansion of the job, has a significant influence in improving…...

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DOI
01 Jan 2015
TL;DR: In this paper, the authors investigate the influence of job enrichment on employee engagement through psychological meaningfulness as the mediator and find that mediation effect has a better influence than the direct effect.
Abstract: The purpose of the study is to investigate the influence of job enrichment toward employee engagement through psychological meaningfulness as the mediator. Research design used is a cross-sectional study of 112 employees. Data is analyzed by multiple linear regression analysis. Result shows job enrichment is able to influence employee engagement significantly through psychological meaningfulness as the mediator. The p =0,000 with significance level 0,05. The sig F change shows 0,006, which is<0,05, therefore mediation effect is significant. Mediation effect also has a better influence than the direct effect. The effect is increasing from 27,2% without mediator to 31,5% with mediator. Keywords: employee engagement, psychological meaningfulness, job enrichment

8 citations

Journal ArticleDOI
TL;DR: The authors examined the influence of the nurturance of young faculty on improved job engagement and the moderating role of institutional citizenship behaviour and used a quantitative researches to find the influence on job engagement.
Abstract: This study examined the influence of the nurturance of young faculty on improved job engagement and the moderating role of institutional citizenship behaviour. This study used a quantitative resear...

6 citations

Journal ArticleDOI
TL;DR: In this article, the authors examined the effect of perceived supervisor support on the relationship between ethical leadership and employee engagement through organisational commitment in eastern US states, and found that perceived support had a negative effect on employee engagement.
Abstract: The purpose of the study is to examine the effect of perceived supervisor support on the relationship between ethical leadership and employee engagement through organisational commitment in eastern...

6 citations

References
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Journal ArticleDOI
TL;DR: Ajzen, 1985, 1987, this article reviewed the theory of planned behavior and some unresolved issues and concluded that the theory is well supported by empirical evidence and that intention to perform behaviors of different kinds can be predicted with high accuracy from attitudes toward the behavior, subjective norms, and perceived behavioral control; and these intentions, together with perceptions of behavioral control, account for considerable variance in actual behavior.

65,095 citations


"Job enrichment, organizational comm..." refers background in this paper

  • ...Ajzen (1991) in the theory of planned behavior (TPB) indicates that the intention to quit the job is a predictor of employee turnover (Ajzen, 1991)....

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Journal ArticleDOI
TL;DR: This article found that people can use varying degrees of their selves, physically, cognitively, and emotionally, in work role performances, which has implications for both their performance and their wellbeing.
Abstract: This study began with the premise that people can use varying degrees of their selves, physically, cognitively, and emotionally, in work role performances, which has implications for both their wor...

7,647 citations


"Job enrichment, organizational comm..." refers background in this paper

  • ...Kahn (1990) states that a person’s motivation to be bound by his work is in response to how he sees and places himself on three things: meaningfulness, security, and sustainability of the work....

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Journal ArticleDOI
TL;DR: This paper conducted meta-analyses to assess relations among affective, continuance, and normative commitment to the organization and relations between the three forms of commitment and variables identified as their antecedents, correlates, and consequences in Meyer and Allen's (1991) Three-Component Model.

6,149 citations

Journal ArticleDOI
TL;DR: In this paper, the antecedents and consequences of job and organization engagement based on social exchange theory were studied. But, the authors did not consider the relationship between job and organizational engagement.
Abstract: Purpose – Employee engagement has become a hot topic in recent years among consulting firms and in the popular business press. However, employee engagement has rarely been studied in the academic literature and relatively little is known about its antecedents and consequences. The purpose of this study was to test a model of the antecedents and consequences of job and organization engagements based on social exchange theory.Design/methodology/approach – A survey was completed by 102 employees working in a variety of jobs and organizations. The average age was 34 and 60 percent were female. Participants had been in their current job for an average of four years, in their organization an average of five years, and had on average 12 years of work experience. The survey included measures of job and organization engagement as well as the antecedents and consequences of engagement.Findings – Results indicate that there is a meaningful difference between job and organization engagements and that perceived organi...

4,239 citations


"Job enrichment, organizational comm..." refers background or result in this paper

  • ...http://dx.doi.org/10.21511/ppm.17(2).2019.40 Received on: 27th of April, 2019 Accepted on: 20th of May, 2019 INTRODUCTION Despite its strategic importance in the field of management and organization, the study of employee engagement is fairly limited (Saks, 2006)....

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  • ...The subsequent findings of employee engagement with the intention to quit the job reinforce the findings of Saks (2006) stating that the higher employee engagement will reduce the likelihood of employees intention to quit, but in contrast to Mxenge, Dywili, and Bazana’s (2014) findings who found…...

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  • ...Saks (2006) even proves that employee engagement can moderate the relationship between organizational commitment and the intention to quit the job....

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