The Relationship Between Work Engagement and Job Performance: Psychological Capital as a Moderating Factor

Yao, Jin; Qiu, Xiangbin; Yang, Liping; Han, Xiaoxia; Li, Yiying

doi:10.3389/fpsyg.2022.729131

Cited by 30 publications

(24 citation statements)

References 23 publications

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“…Furthermore, despite the high level of difficulty, employees are enthusiastic about completing the work. The findings of this study are consistent with the findings of Azizah and Gustomo, 2015;Yongxing et al, 2017;Ismail et al, 2019;and Yao et al, 2022. Employee engagement can have a mediating effect on the use of information technology on employee performance.…”

Section: Structural Model Analysissupporting

confidence: 91%

“…The effort of the Directorate General of Taxes to increase employee engagement is to hold a tax gathering, and each KPP collects employees every Wednesday to motivate, such as being allowed to present work results, challenges, and solutions aimed at increasing employee engagement and improving employee performance. The findings of this study are supported by previous research, namely Naidoo & Martins, 2014;Barbarians, 2015;Azizah & Gustomo, 2015;Reis et al, 2016;Najeemdeen et al, 2018;Ababneh, 2020;Yao et al, 2022.…”

Section: Structural Model Analysissupporting

confidence: 91%

“…Besides that, the role of information technology can also help organizations develop operational activities more efficiently and quickly. The findings of this study are supported by the research of Azizah & Gustomo, 2015;Yongxing et al, 2017;Bishop, 2019;Ismail et al, 2019;Yao et al, 2022;Lee (2023) shows that there is a significant relationship between the use of information technology and employee interest in employee performance.…”

Section: Structural Model Analysissupporting

confidence: 80%

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Mediating employee engagement at the Pratama Tax Services Office in East Java III

Makhmut

Armanu

Kurniawati

2023

IJRBS

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This study examines the effect of information technology and organizational culture on employee performance through mediating employee engagement among Primary Tax Service Office employees in the Directorate General of Taxes East Java III scope. The population in this study consists of 369 employees of the Pratama Tax Service Office. This explanatory research uses a quantitative approach that collects data by distributing questionnaires. However, only 277 respondents collected the questionnaire again. This study uses probability sampling with a saturated sampling technique. Data analysis used partial least squares (SEM-PLS). The results showed that information technology and organizational culture positively and significantly impacted employee performance. Also, employee engagement had a significant impact on employee performance. According to the mediation test findings, employee engagement partially mediates the relationship between information technology, organizational culture, and employee performance. The findings are expected to be used by organizations in their improvement efforts.

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Section: Structural Model Analysissupporting

confidence: 91%

Section: Structural Model Analysissupporting

confidence: 91%

Section: Structural Model Analysissupporting

confidence: 80%

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Mediating employee engagement at the Pratama Tax Services Office in East Java III

Makhmut

Armanu

Kurniawati

2023

IJRBS

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“…Nurses with very high WE tend to have high enthusiasm and are active in their work so that they can achieve work goals. Yao et al (2022) supported the finding that appropriate WE is important for JP. High WE can be influenced by a favorable and pleasant WEV for employees and ultimately increase their JP.…”

Section: H2 We Played a Positive Role In Jpsupporting

confidence: 55%

Transformational leadership and work engagement as mediators on nurses’ job performance in healthcare clinics: work environment as a moderator

Hasan

Ahmad

Osman

2023

LHS

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Purpose This study aims to investigate the mediating effect of transformational leadership (TL) and work engagement (WE) on health-care clinic nurses’ performance and the crucial role of these variables in the work environment (WEV). Design/methodology/approach Data were collected from 353 nurses working across various health-care clinics in the United Arab Emirates. This study used descriptive correlational statistics from the Statistical Package for the Social Sciences, the Pearson correlation coefficient, confirmatory factor analysis for model validity, Cronbach’s alpha for reliability and path analysis to determine the results. Findings The relationship between TL and job performance among nurses in health-care clinics was strongly influenced by WE. In addition, a moderate WEV increased the positive influence of TL on job accomplishment. Furthermore, there were no statistically significant differences between the participants’ demographics characteristics and the main variables of the study. Practical implications Health-care management can support and enhance nurses’ job performance through TL, create a more structured WEV and support WE. Originality/value This study involves a specific investigation into WE as a mediator, WEV as a moderator and the effect of TL on nurses’ job performance.

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“…Actually, work engagement is a dynamic cognitive and emotional dimension, explaining personal enthusiasm about one's work (Wu et al, 2022 ). In this study, it is believed that studying work engagement is significant since it contributes to higher performance (Neuber et al, 2022 ; Yao et al, 2022 ) and intention to stay (Parent-Lamarche, 2022 ) that are necessary for applying GHRM. It is signified by energy, involvement, and self-efficacy (Chen et al, 2020 ).…”

Section: Theoretical Background and Development Of Hypothesesmentioning

confidence: 99%

Green human resources management: A novel tool to boost work engagement

Baykal

Bayraktar²

2022

Front. Psychol.

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Increasing environmental awareness in business life has given way to Green Human Resources Management practices. The positive corporate image created by GHRM is encouraging for many employees and boosts their work engagement. GHRM practices make employees feel proud about their organization and creates a value-based ground for working in their current companies. Actually, internalized green inclinations of organizations, namely, value alignment between an organization and an employee, can make their employees feel greater psychological ownership about their companies, leading to greater engagement as it is suggested in social identity theory. Being inspired from psychological ownership literature, in this study, it is assumed that being exposed to Green Human Resources Management practices can make employees feel higher levels of work engagement and psychological ownership can have a mediator effect in this relationship. The model has been a tested model among 255 Turkish white-collar employees working in a manufacturing sector. Analyses have been carried out using the AMOS structural equation program and the PROCESS program. Results confirmed the above assumptions, confirming the assumptions of social identity theory and revealed the existence of mediator effect in the relationship between GHRM and work engagement of employees, illuminating the importance of GHRM for employees' positive attitudes toward their organization.

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The Relationship Between Work Engagement and Job Performance: Psychological Capital as a Moderating Factor

Cited by 30 publications

References 23 publications

Mediating employee engagement at the Pratama Tax Services Office in East Java III

Mediating employee engagement at the Pratama Tax Services Office in East Java III

Transformational leadership and work engagement as mediators on nurses’ job performance in healthcare clinics: work environment as a moderator

Green human resources management: A novel tool to boost work engagement

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