Job enrichment, organizational commitment, and intention to quit: the mediating role of employee engagement
TLDR
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.read more
Citations
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The Influence of Employee Engagement, Work Environment and Job Satisfaction on Organizational Commitment and Performance of Employees: A Sampling Weights in PLS path Modelling
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.
Journal ArticleDOI
Job Enrichment, Empowerment, and Organizational Commitment: The Mediating Role of Work Motivation and Job Satisfaction
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.
Pengaruh Job Enrichment terhadap Employee Engagement melalui Psychological Meaningfulness sebagai Mediator
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.
Journal ArticleDOI
Nurturing young faculty for improved job engagement: Moderating role of institutional citizenship behaviour in the new normal world of work
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.
Journal ArticleDOI
Does supportive supervisor complements the effect of ethical leadership on employee engagement
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.
References
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Mengenal Employee Management
TL;DR: Employee engagement as discussed by the authors : "merupakan antusiasme-ini terbentuk karena-karyawan-mengarahkan-energinya-untuk-bekerja,yang-selaras-dengan-prioritas-strategic-perusahaan.
Dissertation
Employee Engagement : Anteseden dan KonsekuensiStudi pada Unit CS PT. Telkom Indonesia Semarang
TL;DR: In this article, the authors proposed to finding antecedents and consequences of employee engagement and found that employee engagement can predict employee outcomes, organizational success, and financial performance, and that job characteristic, perceived supervisor support, and rewards and recognition have a positive influence on employee engagement.
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