The impact of employees’ values on role engagement

Abstract

In this paper we investigate the manner in which employees' experience of distributive justice moderates the impact of intrinsic and extrinsic values on role engagement. Role engagement is especially important in the healthcare setting, examined here, due to the sector's complexity, changeability and emotionally challenging nature. Using data collected from a survey of employees from a large government health district in Southeast Queensland, Australia, this study examined the determinants of role engagement among a group of employees working across three hospital locations. The focus of the study was on the impact, both directly and in combination, of espoused extrinsic and intrinsic values and perceived distributive justice on role engagement. We identify strong direct effects from distributive justice on role engagement, and complex third order effects for the combinations of intrinsic and extrinsic motivation and distributive justice in predicting role engagement.

Analisis Reward Intrinsik Terhadap Tingkat Motivasi Kerja Karyawan Unit Penyelenggara Bandar Udara Sultan Muhammad Salahuddin Bima

“…Sedangkan penghargaan ekstrinsik (extrinsic rewards) meliputi gaji dan upah (salary and wage), jaminan sosial (fringe benefit), penghargaan antar pribadi (interpersonal reward), serta promosi (promotion). Dalam investigasi ini, penelitian difokuskan hanya pada variabel intrinsik karena terkadang reward non komersil lebih berpengaruh signifikan dalam hal komitmen seorang individu (Nazir et al, 2016;Rice et al, 2017). Selain itu, Motivasi yang timbul dari dalam diri yang tinggi sangat baik untuk kemajuan dari sebuah organisasi.…”

Examining the Antecedents and Consequences of Employee Engagement on Temporary Agency Workers in a Partner-led Environment

“…(Poon, 2012), and organisational citizenship behaviour (Moorman, 1991;Wong, Wong & Ngo, 2012). The relationship between distributive justice and employee engagement has also been explored, Rice et al (2017) found that distributive justice plays a significant role in positively influencing role engagement above extrinsic rewards. Handayani et al (2017) showed that in a study of 134 employees at an SME distributive justice as well as absorptive capacity had a significant influence on employee engagement, however job design did not have a significant influence on engagement.…”