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Organizational success in this 4.0 industrial revolution era depend less on advantages associated with economies of scale, but are derived more from committed human resources combined with the ability to leverage technology that the organization has. Accordingly, finding an effective strategy to increase employees’ commitment as well as engagement plays a significant role in achieving organizational success. The purpose of this quantitative research is to investigate the relationship among human resource practice, job characteristics, employee engagement, and organizational commitment, and also testing the role of job characteristics as the mediator between human resources practice and organizational commitment as well as employee engagement. A total of 462 employees from 3 organizations in Jakarta have participated as the respondents of this study. Data were obtained through questionnaires and then analyzed using structural equation modeling. The results show that affective commitment and engagement is positively influenced by human resource practice and job characteristics. Additionally, job characteristic mediates the relationship between human resource practice, organizational commitment, and employee engagement.

The Mediating Role of Job Characteristic on The Relationship between Human Resource Practice, Employee Engagement, and Affective Organizational Commitment