Collective Organizational Engagement to Enhance Organizational Performance: Case of Indonesia Office Services

Rulinawaty Rulinawaty, Ojat Darojat, A. Sudrajat
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Abstract

To increase the awareness on the role of employee engagement besides the individual analysis level and a lack of studies focused on the employee’s involvement at the level of organizational, the study aims at investigating the antecedents of COE as mediating variable to increase the organizational performance. The study was conducted for 6 months to enable a deep understanding and evaluation on organizational performance. A non-purposive sampling with purpose sampling technique deployed with multi resources respondent represented organizations method (top manager, middle managers, head department and selected employee). Data analyzed for 380 respondents with Structural Equation Modeling with AMOS 22. Statistical outputs described that the green work design, OCB Organizational Resources, and Innovative Concordance Culture highly considered as the antecedent of COE in developing the organizational performance. The findings also claimed that all hypotheses proposed are accepted. This study strengthens the relationship between the COE and HRM and Enbridge the gaps existed which is informed and extended the area of field research. In another hand, this research contributed on engagement in some ways, such as extending the study on the engagement in the level of organization and provided the solutions secondly, investigating the COE as a main mechanism of the most crucial human resources. This research also developed the antecedents of COE and also highlighted how the top management could strategically increase the performance based on the organizational resources and the leverage the collective engagement continuously pursuit the strategic organizational goals.
集体组织参与提高组织绩效:以印度尼西亚办公室服务为例
为了提高人们对员工参与作用的认识,除了个人分析层面,以及缺乏对员工在组织层面参与的研究,本研究旨在调查COE作为提高组织绩效的中介变量的前因。该研究为期6个月,旨在深入了解和评估组织绩效。采用多资源受访者代表的组织方法(最高管理者、中层管理者、主管部门和选定员工)部署的非目的抽样技术。采用AMOS 22结构方程建模对380名受访者的数据进行分析。统计结果表明,绿色工作设计、OCB组织资源和创新和谐文化被高度认为是COE发展组织绩效的前提。研究结果还声称,所有提出的假设都被接受。本研究加强了COE与人力资源管理之间的关系,并对存在的差距进行了Enbridge,这为实地研究提供了信息并扩展了领域。另一方面,本研究在某些方面对参与做出了贡献,例如将对参与的研究扩展到组织层面并提供了解决方案;其次,研究了COE作为最关键人力资源的主要机制。本研究还发展了COE的前因,并强调了最高管理层如何在组织资源的基础上战略性地提高绩效,以及如何利用集体参与不断追求战略组织目标。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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