Open AccessJob demands-resources, work engagement, and organizational commitment
Author(s) -
Hamal Agung Priyono,
Dodi Wirawan Irawanto,
Nanang Suryadi
Publication year - 2022
Publication title -
international journal of research in business and social science
Language(s) - English
Resource type - Journals
ISSN - 2147-4478
DOI - 10.20525/ijrbs.v11i1.1546
Subject(s) - organizational commitment , work engagement , job performance , affective events theory , job characteristic theory , structural equation modeling , business , knowledge management , job design , viewpoints , job analysis , human resource management , context (archaeology) , employee engagement , indonesian , job attitude , psychology , work (physics) , job satisfaction , social psychology , public relations , computer science , political science , engineering , art , philosophy , linguistics , visual arts , biology , paleontology , machine learning , mechanical engineering
This study presents the Job Demands-Resources (JD-R) model to investigate employees’ organizational commitment. The purpose of this study is to examine the effect of job demands and job resources on organizational commitment, as well as the mediating effect of work engagement, in the context of Indonesian state-owned enterprises. Data were gathered using a questionnaire from 115 employees of a state-owned enterprise. Partial Least Squares - Structural Equation Modeling (PLS-SEM) was performed to analyze data. Results of data analysis indicate the negative influence of job demands and positive influence of job resources on organizational commitment. Also, work engagement mediates the effect of job demands and job resources on organizational commitment. The results of this study give a contribution to both theoretical and practical viewpoints. At the theoretical level, this study contributes to the literature on organizational commitment theory and the JD-R model. From the practical viewpoint, the study findings offer insight for Indonesian state-owned enterprises management to enhance employees’ organizational commitment by considering job demands, job resources, and work engagement of employees.