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Osama Mohamed Zedan Abdallah - One of the best experts on this subject based on the ideXlab platform.
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the relationship between organizational citizenship behavior and Employee Engagement in cement industry in egypt
Social Science Research Network, 2016Co-Authors: Osama Mohamed Zedan AbdallahAbstract:The purpose of this study is to explore the relationship between Employee Engagement and organizational citizenship behavior (OCB) in Cement industry in Egyptian culture. Now days most of organizations give increase importance to Employee Engagement and Employees’ satisfaction survey, all that because of the noticeable positive effects when applied. One of the most important consequences is the improving of citizenship behavior in the organizations. So we are trying to investigate the relationship between Employee Engagement as independent construct and OCB as a dependent construct in a private cement company in Egypt. A sample of 350 Employees is planned to be used supported by HR group of the Titan cement company in Egypt through using paper and pencil survey which designed to measure the vigor, dedication, and absorption as an Employee Engagement dimensions, and to measure conscientiousness, altruism, courtesy, sportsmanship, and civic virtue as OCB dimensions without testing any mediating or moderating roles for other construct. Findings suggest that Employee Engagement has a direct significant positive relationship between Employee Engagement and OCB for Employees working in cement industry in Egypt. So, the final results of this study is to be ready and able to start collecting data and analyze it to find this relationship and to figure out if there are any differences between the literature results of other industries and cultures, and our results when applying in specifically cement Employees and specially in Egypt culture
Liat Eldor - One of the best experts on this subject based on the ideXlab platform.
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the nature of Employee Engagement rethinking the Employee organization relationship
International Journal of Human Resource Management, 2017Co-Authors: Liat Eldor, Eran VigodagadotAbstract:AbstractResearch interest in the new concept of Employee Engagement has grown dramatically in recent years. Employee Engagement represents a work-related state of mind characterized by feelings of vigor, fulfillment, enthusiasm, absorption and dedication. However, scholars are still ambivalent about its theoretical contribution to explaining the Employee–organization relationship. The goal of the study is to strengthen the theoretical foundation of the Employee Engagement concept in light of this relationship. We first compared Employee Engagement to other close concepts such as psychological empowerment and psychological contract. We then examined its contribution to the explanation of work centrality over and above psychological empowerment and psychological contract. Our study is based on an interactive sample of 593 Employees from both private and public organizations in Israel. Our findings demonstrate that Employee Engagement is distinct from psychological empowerment and psychological contract and ...
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a process model of Employee Engagement the learning climate and its relationship with extra role performance behaviors
Journal of Organizational Behavior, 2016Co-Authors: Liat Eldor, Itzhak HarpazAbstract:Summary Employee Engagement has recently been introduced as a concept advantageous to organizations. However, little is known about the value of Employee Engagement in explaining work performance behaviors compared with similar concepts. The learning climate, defined as the organization's beneficial activities in helping Employees create, acquire, and transfer knowledge, has also been proposed as an antecedent of Employee Engagement. Using data from a sample of 625 Employees and their supervisors in various occupations and organizations throughout Israel, we investigated Employee Engagement as a key mechanism for explaining the relationship between perceptions of the organization's learning climate and Employees' proactivity, knowledge sharing, creativity, and adaptivity. We also tested whether Employee Engagement explained the relationship more thoroughly than similar concepts such as job satisfaction and job involvement. Multilevel regression analyses supported our hypotheses that Employee Engagement mediates the relationship between the perceived learning climate and these extra-role behaviors. Moreover, Engagement provides a more thorough explanation than job satisfaction or job involvement for these relationships. The implications for organizational theory, research, and practice are discussed. Copyright © 2015 John Wiley & Sons, Ltd.
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the nature of Employee Engagement rethinking the Employee organization relationship
Academy of Management Proceedings, 2015Co-Authors: Liat Eldor, Eran VigodagadotAbstract:Research interest in the new concept of Employee Engagement has grown dramatically in recent years. Employee Engagement represents a work-related state of mind characterized by feelings of vigor, f...
Islamiyah Savira - One of the best experts on this subject based on the ideXlab platform.
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Pengaruh Work Life Balance dan Kepuasan Kerja terhadap Employee Engagement (Studi Kasus: PT Petrokimia Gresik)
2021Co-Authors: Islamiyah SaviraAbstract:Mengingat tantangan globalisasi dan kemajuan teknologi saat ini, perusahaan perlu memberikan perhatian lebih pada sikap karyawan sehingga menciptakan kondisi lingkungan kerja yang produktif. Keadaan tersebut turut menjadi perhatian bagi perusahaan PT. Petrokimia Gresik untuk menciptakan sikap karyawan yang memiliki keterikatan terhadap perusahaan. Adanya kebijakan Work From Home (WFH) di masa pandemi saat ini menyebabkan beberapa permasalahan di antaranya dikarenakan ketimpangan kebijakan, sebagian karyawan merasa tanggung jawabnya bertambah, dan sebagian orang yang menjalankan WFH merasa kesulitan menyeimbangkan waktu untuk bekerja di rumah. Maka dari itu, penelitian ini bertujuan untuk mengukur pengaruh work life balance dan kepuasan kerja terhadap Employee Engagement. Metode pengumpulan data dilakukan dengan membagikan kuesioner secara online dengan perolehan 125 responden karyawan PT Petrokimia Gresik menggunakan teknik sampling acak strata proporsional. Hasil perolehan data tersebut kemudian akan diolah menggunakan teknik analisis deskriptif dan Partial Least Square Structural Equation Modeling (PLS-SEM). Hasil uji hipotesis menunjukkan bahwa terdapat hubungan antara variabel work life balance dan kepuasan kerja terhadap Employee Engagement, baik secara parsial maupun simultan. Secara parsial work life balance berpengaruh positif terhadap Employee Engagement, secara parsial kepuasan kerja berpengaruh positif terhadap Employee Engagement, dan secara simultan work life balance dan kepuasan kerja berpengaruh positif sebesar 66% terhadap Employee Engagement. Berdasarkan hasil penelitian diharapkan dapat menjadi bahan pertimbangan bagi perusahaan dalam membuat keputusan di masa mendatang sehingga tingkat Employee Engagement meningkat dan berdampak positif bagi keberlangsungan perusahaan khususnya pada sumber daya manusianya. ===================================================================================================== Given the challenges of globalization and current technological advances, companies need to pay more attention to Employee attitudes to create a productive work environment. This situation is also a concern for the Petrokimia Gresik, Inc. to create Employee attitudes that have an Engagement to the company. The Work From Home (WFH) policy during the current pandemic COVID-19 has caused several problems, especially related to policies, some Employees feel their responsibilities have increased, and some people who run WFH find it difficult to balance working time at home. Therefore, this study aims to measure the effect of work life balance and job satisfaction on Employee Engagement. The data collection method was carried out by distributing online questionnaires with the acquisition of 125 respondents from PT Petrokimia Gresik Employees using proportionate stratified random sampling. The results of this data acquisition will then be processed using descriptive analysis techniques and Partial Least Square Structural Equation Modeling (PLS-SEM). Partially work life balance has a positive effect on Employee Engagement, partially job satisfaction has a positive effect on Employee Engagement, and simultaneously work life balance and job satisfaction have a positive effect of 66% on Employee Engagement. Based on the results of the study, it is hoped that it can be taken into consideration for companies in making future decisions so that the level of Employee Engagement increases and has a positive impact on the sustainability of the company, especially in its human resources
Andarias Pong . Bija - One of the best experts on this subject based on the ideXlab platform.
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PENGARUH GAYA KEPEMIMPINAN, BUDAYA KERJA, DAN KEPUASAN KERJA TERHADAP Employee Engagement DI KEMENTERIAN PERTAHANAN
2021Co-Authors: Andarias Pong . BijaAbstract:Penelitian ini bertujuan untuk menjelaskan, menganalisis, menafsirkan dan mengevaluasi Manajemen SDM, terutama Manajemen Aparatur Sipil Negara (ASN) di Kementrian Pertahanan Republik Indonesia, melalui deskripsi pengaruh antara gaya kepemimpinan, budaya kerja, dan kepuasan kerja terhadap Employee Engagement. Penelitian menggunakan metode analisis jalur dan teknik pengambilan sampel secara proporsional. Sampel pada penelitian ini adalah 37 orang diantaranya diambil dari ASN pada Direktorat Jenderal Kekuatan Pertahanan dan 38 orang diantaranya dari ASN pada Direktorat Jenderal Strategi Pertahanan. Pengumpulan data dilakukan dengan teknik survey menggunakan kuesioner. Hasil penelitian ini menunjukkan: (1) Gaya kepemimpinan berpengaruh langsung positif terhadap Employee Engagement; (2) Budaya kerja berpengaruh langsung positif terhadap Employee Engagement. (3) Kepuasan kerja berpengaruh langsung positif terhadap Employee Engagement. (4) Gaya kepemimpinan berpengaruh langsung positif terhadap kepuasan kerja. (5) Budaya kerja berpengaruh langsung positif terhadap kepuasan kerja. (6) Gaya kepemimpinan berpengaruh langsung positif budaya kerja. (7) Gaya kepemimpinan berpengaruh tidak langsung positif terhadap Employee Engagement melalui budaya kerja. (8) Gaya kepemimpinan berpengaruh tidak langsung terhadap Employee Engagement melalui kepuasan kerja dan (9) Budaya kerja berpengaruh tidak langsung positif terhadap Employee Engagement melalui kepuasan kerja. Berdasarkan hasil penelitian disimpulkan bahwa tinggi dan rendahnya Employee Engagement pada pegawai Kementrian Pertahanan ditentukan dari gaya kepemimpinan, budaya kerja dan kepuasan kerja. Untuk itu disarankan para pimpinan di Kementrian Pertahanan mengedepankan gaya kepemimpinan transformasional yang dapat menumbuhkan budaya kerja positif dan peningkatan kepuasan kerja bawahan dan mengimplementasikannya di berbagai level jabatan pimpinan di lingkungan Kementrian Pertahanan sehingga Employee Engagement dapat tumbuh di seluruh unit dan level organisasi Kementrian Pertahanan. Kata Kunci: gaya kepemimpinan, budaya kerja, kepuasan kerja, Employee Engagement, kementerian pertahanan This study aims to describe the Management of Human Resources, especially the Management of the State Civil Apparatus (ASN) in the Ministry of Defense of the Republic of Indonesia, through a description of the influence of leadership style, work culture, and job satisfaction on Employee Engagement. This research used path analysis. Data collection was carried out by survey using a questionnaire with a proportional sampling technique. This research worked together with 37 people from the Directorate General of Defense Forces, and 38 of them taken from the Directorate General of Defense Strategy (57.4%). The results of this study indicate (1) the leadership style has a direct positive effect on Employee Engagement. (2) Work culture has an immediate positive effect on Employee Engagement. (3) Job satisfaction has a direct positive effect on Employee Engagement. (4) Leadership style has a direct positive effect on job satisfaction. (5) Work culture has a direct positive effect on job satisfaction. (6) Leadership style has a direct positive effect on work culture. (7) Leadership style has a positive indirect effect on Employee Engagement through work culture. (8) Leadership style has an indirect effect on Employee Engagement through job satisfaction and (9) Work culture has a positive indirect effect on Employee Engagement through job satisfaction. Based on the results of the research it was disseminated that the high and low involvement of Employees of the Ministry of Defense Employees was determined by their leadership style, work culture and job satisfaction. For this reason, the demand for leaders at the Ministry of Defense to prioritize a transformational leadership style that can foster a positive work culture and increase subordinate job satisfaction and implement it at various levels of leadership positions within the Ministry of Defense so that Employee involvement can grow across all units and organizational levels of the Ministry of Defense. Keywords:leadership style, work culture, job satisfaction, Employee Engagement, the ministry of defens
Siswidyastutik Yuli - One of the best experts on this subject based on the ideXlab platform.
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Employee Engagement Sebagai Variabel Mediasi Pengaruh Organizational Citizenship Behavior Terhadap Commitment Organizational
'Universitas Kediri', 2021Co-Authors: Bagyo, Mm, Ms, Chrp, Cptm, Prof. Dr. Yupono, Siswidyastutik YuliAbstract:This study aims to determine whether there is an effect of OCB on Employee Engagement, OCB on Organizational Commitment, Employee Engagement on Organizational Commitment, and whether there is evidence that Employee Engagement as mediation effects Organizational Citizenship Behavior on Organizational Commitment. With the help of literature, the current study develops four hypotheses regarding Organizational Citizenship Behavior, Employee Engagement, and Organizational Commitment. The distribution of questionnaires was used for data collection at the Pasuruan City Financial and Asset Management Agency and the Pasuruan City Regional Revenue Agency with 59 Employees and a sample of 50 Employees. Using Partial Least Square as a data analysis method, the results show that OCB has a significant effect on Employee Engagement, OCB has a significant effect on Organizational Commitment, Employee Engagement has a significant effect on Organizational Commitment and OCB indirectly through Employee Engagement as an intervening variable has no significant effect on Commitment. Organizationa
