Job enrichment, organizational commitment, and intention to quit: the mediating role of employee engagement
| Autor: | Andreas Ronald Setianan, Wika Harisa Putri |
|---|---|
| Jazyk: | angličtina |
| Rok vydání: | 2019 |
| Předmět: |
Information Systems and Management
Index (economics) Sociology and Political Science Public Administration Strategy and Management Job enrichment Organizational commitment lcsh:Business Intention to quit organizational commitment 0502 economics and business Employee engagement Business and International Management Publication intention to quit ComputingMilieux_THECOMPUTINGPROFESSION business.industry 05 social sciences 050301 education employee engagement General Business Management and Accounting job enrichment business Psychology lcsh:HF5001-6182 0503 education Law Social psychology 050203 business & management |
| Zdroj: | Problems and Perspectives in Management, Vol 17, Iss 2, Pp 518-526 (2019) |
| ISSN: | 1810-5467 1727-7051 |
| Popis: | 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. |
| Databáze: | OpenAIRE |
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