Penelitian ini berfokus pada pembahasan mengenai employee engagement karyawan generasi millennial yang bekerja perusahaan BUMN. Penentuan sampel dilakukan menggunakan metode purposive sampling dan jumlah responden dalam penelitian adalah sebanyak 285 karyawan. Alat digunakan untuk mengolah data SEM (Structural Equation Model) dioperasikan melalui program AMOS (Analysis of Moment Structure). Stu...

Meaningful work and employee engagement have been the subject of increasing interest in organizational research practice over recent years. Both constructs shown to influence important outcomes, such as job satisfaction, wellbeing, performance. Only a limited amount empirical has focused on understanding relationship within existing theoretical frameworks. For this study, meaningful is proposed...

Employee engagement is important in an organization to achieve its goals. Engagement employee involvement with interest organizational principles. the company’s business context. refers working together their colleagues get effective tasks performance which leads getting productivity of organization. Employees will perform a positive attitude towards Every put effort into work good name for his...

We integrated psychosocial safety climate (PSC) with the job demands and resources (JD-R; Bakker & Demerouti, 2007) framework to examine the impact of both job demands and job resources at work on employee depression, anger, and engagement. PSC refers to a climate for the protection of employee psychological health and safety. As PSC theoretically influences the working environment, we hypothes...

With more organizations looking for employees who take initiative and respond creatively to the challenges of the job, engagement and psychological empowerment becomes important at both individual and organizational levels. Engaged employees are generally more satisfied with their work, committed and effective at work. According to the JDR model (Schaufeli and Bakker, 2004), engagement may be p...

The authors of this study examined the relation between job demands and psychological detachment from work during off-job time (i.e., mentally switching off) with psychological well-being and work engagement. They hypothesized that high job demands and low levels of psychological detachment predict poor well-being and low work engagement. They proposed that psychological detachment buffers the ...