Issue

Vol 38 No 2 (2023): May

Date Log

Submitted
Jan 28, 2023
Accepted
Feb 9, 2023
Published
May 2, 2023
Creative Commons License

This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

Copyright

Upon acceptance of an article, authors transfer copyright to the JIEB as part of a journal publishing agreement, but authors still have the right to share their article for personal use, internal institutional use, and for any use permitted under the CC BY-SA license

Open Access

Articles are freely available to the public without any subscription with permitted reuse. For open access articles, permitted third party (re)use is defined by the following Creative Commons user licenses: Creative Commons Attribution (CC BY-SA).

Work Engagement Influences Affective Commitment: Psychological Capital and Perceived Organisation Support As Moderators

https://doi.org/10.22146/jieb.v38i2.6821
Daniel Lie
daniell@fpsi.untar.ac.id
Department of Psychology, Faculty of Pyschology, Universitas Tarumanagara, Jakarta, 11440, Indonesia
Kiky Dwi Hapsari Saraswati
Department of Psychology, Faculty of Pyschology, Universitas Tarumanagara, Jakarta, 11440, Indonesia
David Sugianto Lie
Department of Marketing, Faculty of Business, Monash University, Victoria, 3145, Australia

Corresponding Author(s) : Daniel Lie

daniell@fpsi.untar.ac.id

Journal of Indonesian Economy and Business, Vol 38 No 2 (2023): May

Abstract

Introduction/Main Objectives: It is well-known that millennials have low levels of attachment towards the organisation.It istherefore necessary to consider ways of retaining them as leavers may affect the organisation financially. Background Problem: Previous studies have consistently shown that work engagement (WE) significantly affects affective com­mitment (AC). However, the correlation level varies. Hence, a moderator could be affecting the strength of their relationship. Novelty: This research investigated whether psychological capital (PsyCap) and perceived organisation support (POS) could act as moderators. Research Methods: The research was a quantitative and non-experimental study. Researchers usingthe convenience sampling technique and the participants were 111 Indonesian millennial employees who completed questionnaires virtually. Findings/Results: Regression analysis confirmed that WE influenced AC significantly and PsyCap was shown to be a moderator. Further, a three-way interaction revealed that a low level of POS has a significant effect,but only when the level of PsyCap is low, implying that POS is still valid as a moderator (even though only partially). Conclusion: This study concluded that both PsyCap and POS are important for millennial employees. Therefore, it is recommended that management consider these two variables when managing the millennials in their organisation.

Keywords

affective commitment work engagement psychological capital perceived organisation support millennial
Lie, D., Saraswati, K. D. H., & Lie, D. S. (2023). Work Engagement Influences Affective Commitment: Psychological Capital and Perceived Organisation Support As Moderators. Journal of Indonesian Economy and Business, 38(2), 119 -. https://doi.org/10.22146/jieb.v38i2.6821
Download Citation
Endnote/Zotero/Mendeley (RIS)
BibTeX
References
  1. Allen, N. J., & Meyer, J. P. (1996). Affective, continuance, and normative commitment to the organisation: An examination of construct validity. Journal of Vocational Behaviour, 49, 3, 252-276.
  2. Alshaabani, A., Naz, F., Magda, R., & Rudnak, I. (2021). Impact of perceived organiza¬tional support on OCB in the time of COVID-19 pandemic in Hungary: Employee engagement and affective commitment as mediators. Sustainability, 13, 7800.
  3. Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psycho¬logy, 51(6), 1173-1182.
  4. Bergland, C. (2022, October 17). What is nature vs. nurture in psychology? Verywell. https://www.verywellhealth.com/nature-vs-nurture-5323408.
  5. Canboy, B., Tillou, C., Barzantny, C., Guclu, B., & Benichoux, F. (2021). The impact of perceived organizational support on work meaningfulness, engagement, and perceived stress in France. European Management Journal, DOI: https://doi.org/10.1016/j.emj.2021.12.004.
  6. Charaba, C. (2022, June 28). Employee reten-tion: The real cost of losing an employee. People Keep.https://www.peoplekeep.com/blog/employee-retention-the-real-cost-of-losing-an-employee.
  7. Cohen, J. (1988). Statistical power analysis for the behavioural sciences, (2nd ed.). Hillsdale, NJ: Erlbaum.
  8. Dale Carnegie (2018, January 16). Infografis: Millenial ogah terlibat sepenuhnya di perusahaan?https://www.dalecarnegie.id/sumberdaya/media/media-coverage/infografis-millenial-ogah-terlibat-sepenuhnya-di-perusahaan/
  9. Deloitte (2022). Striving for balance, advocating for change. The Deloitte Global 2022 Gen Z & Millennial Survey. https://www2.deloitte.com/content/dam/Deloitte/at/Documents/human-capital/at-gen-z-millennial-survey-2022.pdf.
  10. Demerouti, E., Bakker, A. B., Nachreiner, F., & Schauefeli, W.B. (2001). The job demands-resources model of burnout. Journal of Applied Psychology, 86, 499-512.
  11. Eisenberger, R., Huntingson, R., Hutchison, S., & Sowa, D. (1986). Perceived organisa¬tional support. Journal of Applied Psycho¬logy, 71(3), 500-507.
  12. Ficapal-Cusi, P., Enache-Zegheru, M., & Torrent-Sellens, J. (2020). Linking perceived organizational support, affective commitment, and knowledge sharing with prosocial organizational behavior of altruism and civic virtue. Sustainability, 12, 10289, DOI: 10.3390/su122410289.
  13. Fredrickson, B. L. (2001). The role of positive emotions in positive psychology: The broaden-and-build theory of positive emotions. American Psychologist Journal, 56(3), 218-226.
  14. Freeman, M. (2022). Time use of millennials and Generation X: differences across time. Monthly Lab. Rev., 1.
  15. Fukuzaki, T., Iwata, N., Ooba, S., Takeda, S., & Inoue, M. (2021). The effect of nurses’ work-life balance on work engagement: The adjustment effect of affective commitment. Yonago Acta Medica, 64(3), 269-281.
  16. George, O. J., Okon, S. E., & Akaighe, G. O. (2021). Psychological capital and work engagement among employees in the Nigerian public sector: The mediating role of emotional intelligence. International Journal of Public Administration, DOI: 10.1080/01900692.2021.2001010.
  17. Giancaspro, M. L., Callea, A., & Manuti, A. (2022). “I like it like that”: A study on the relationship between psychological capital, work engagement and extra-role behavior. Sustainability, 14, https://doi.org/10.3390/su14042022.
  18. Gumilang, N. A., & Indrayanti. (2022). Work engagement among millennial employees: The role of psychological capital and per-ceived organizational support. Humanitas: Indonesian Psychological Journal, 19(2), 87-100.
  19. Gustari, I., & Widodo, W. (2021). On psychological capital affects organizational citizenship behaviour through affective commitment. Journal of Humanities and Social Sciences Studies, DOI: 10.32996/jhsss.
  20. Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate data analysis: A global perspective. (7th Ed.). Pearson Education.
  21. Hayes, A. F. (2022). Introduction to mediation, moderation, and conditional process analysis: A regression-based approach. (3rd Ed.). Guilford Press.
  22. Heinz, K. (2022, January 11). The true costs of employee turnover. Built in. https://builtin.com/recruiting/cost-of-turnover.
  23. Hobfoll, S. E., Halbesleben, J., Neveu, J-P., & Westman, M. (2018). Conservation of resources in the organizational context: The reality of resources and their consequences. Annual Review of Organizational Psycho¬logy and Organizational Behavior, 5, 103-128.
  24. Istiqomah, S., & Riani, A. L. (2021). Linking transformational leadership to OCB in hospitality industry: The mediating influence of affective commitment and work engagement. Jurnal Dinamika Manajemen, 12(1), 53-67.
  25. Kementerian Komunikasi dan Informatika Repu¬blik Indonesia (2021, January 24). Angkatan kerja produktif melimpah. https://www.kominfo.go.id/content/detail/33004/angkatan-kerja-produktif-melimpah/0/artikel.
  26. Ko, S-H., Choi, Y., Lee, S. H., Kim, J-Y., Kim, J., & Kang, H. C. (2022). Work overload and affective commitment: The roles of work engagement, positive psychological capital, and compassion. Social Behaviour and Personality: An International Journal, 50(6), e11306.
  27. Liu, X. F. S., Carlson, R., & Kelley, K. (2019). Common language effect size for corre¬lations. The Journal of General Psychology, 146(3), 325-338.
  28. Luthans, F., & Youssef-Morgan, C. M. (2017). Psychological capital: An evidence-based positive approach. Annual Review of Orga¬nizational Psychology and Organizational Behaviour, 4(1), 339-366.
  29. Luthans, F., Youssef, C. M., & Avolio, B. J. (2007). Psychological capital: Developing the human competitive edge. Oxford University Press, New York.
  30. Luturlean, B. S., & Prasetio, A. P. (2019). Antecedents of employee’s affective commitment the direct effect of work stress and the mediation of job satisfaction. Journal of Applied Management, 17(4), 697-712.
  31. Makikangas, A., Juutinen, S., Makiniemi, J-P., Sjoblom, K., & Oksanen, A. (2022). Work engagement and its antecedents in remote work: A person-centered view. Work & Stress, 36(4), 392-416.
  32. Mufidah, M., & Mangundjaya, W. L. (2018). The impact of psychological capital and psychological empowerment on employee’s affective commitment to change. Global Journal of Business and Social Science Review, 6(1), 9-14.
  33. Negoro, M. C. W., & Wibowo, A. (2021). Empathetic leadership, job satisfaction and intention to leave among millennials in a start-up industry: Need’ satisfaction as a mediating variable. Journal of Indonesian Economy and Business, 36(2), 136-154.
  34. Nguyen, H. N., & Tran, M. D. (2021). The effect of perceived organizational support on employee engagement during the COVID-19 pandemic: An empirical study in Vietnam. Journal of Asian Finance, Econo¬mic and Business, 8(6), 415-426.
  35. Niswaty, R., Wirawan, H., Akib, H., Saggaf, M. S., & Daraba, D. (2021). Investigating the effect of authentic leadership employees’ psychological capital on work engagement: Evidence from Indonesia. Heliyon, 7, e06992.
  36. Nkhukhu-Orlando, E., Brown, B., Wilson, D. R., Forcheh, N., Linn, J. G., & Fako, T. T. (2019). The affective commitment of academics in a university in Botswana. International Journal of Educational Admi¬nistration and Policy Studies, 11(2), 12-19.
  37. Otoritas Jasa Keuangan Indonesia. (2022, June 27). The government prepares excellent human resources in the demographic bonus. Otoritas Jasa Keuangan Institute. https://www.ojk.go.id/ojk-institute/en/news/read/955/pemerintah-siap-kan-sdm-unggul-di-era-bonus-demografi
  38. Peek, S. (2022, June 29). How employees make or break business success (and how you can lead the way). Business.com. https://www.business.com/articles/how-employees-make-or-break-business-success-and-how-you-can-lead-the-way/
  39. Perwira, L. T., Aulia, & Jocom, C. O. (2021). Are love of work, perceived organizational support, and psychological well-bein predic¬tors of work engagement. Journal of Educa¬tional, Health and Community Psychology, 10(4), 673-685.
  40. Prayitno, S., Iqbal, M. A., Aulia, I. N. (2022). The impact of affective commitment to organizational citizenship behaviour on millennial employees in an Indonesian construction company: Work engagement and knowledge sharing as mediators. International Journal of Indonesian Business Review, 1(1), 70-79.
  41. Rashad, D. M., & Rosari, R. (2020). The impact of burnout toward affective commitment and turnover intention. Jurnal Siasat Bisnis, 24(1), 18-33.
  42. Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698-714.
  43. Rigoni, B., & Nelson, B. (2016, September 20). Millennials: Not attached to employers or institutions. Gallup. https://news.gallup.com/businessjournal/195677/millennials-not-attached-employers-institutions.aspx.
  44. Saunders, C., & Kulchitsky, J. (2021). Enhancing self-administered questionnaire response quality using code of conduct reminders. International Journal of Market Research, 63(6), 715-737.
  45. Schaufeli, W. B. (2013). What is engagement? In C. Truss, K. Alfes, R. Delbridge, A. Shantz, & E. Soane (Eds.), Employee Enga¬gement in Theory and Practice. London: Routledge.
  46. Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engage¬ment with a short questionnaire: A cross-national study. Educational and Psycholo¬gical Measurement, 66(4), 701-716.
  47. Sihag, P. (2021). The mediating role of per-ceived organizational support on psycholo¬gical capital – employee engagement relationship: A study of Indian IT industry. Journal of Indian Business, 13(1), 154-186.
  48. TeamStage (2022). Millenials in the workplace statistics: Generational disparities in 2022. https://teamstage.io/millennials-in-the-workplace-statistics/
  49. Tsaur, S-H., Hsu, F-S., & Lin, H. (2019). Worklplace fun and work engagement in tourism and hospitality: The role psycho-logical capital. International Journal of Hospitality Management, 81, 131-140.
  50. Tupper, H., & Ellis, S. (2022, June 04). It’s time to reimagine employee retention. Harvard Business Review. https://hbr.org/2022/07/its-time-to-reimagine-employee-retention.
  51. Usadolo, Q. E., Brunetto, Y., Nelson, S., & Gillett, P. (2022). Connecting the dots: Perceived organization support, motive fulfilment, job satisfaction, and affective commitment among volunteers. SAGE Open, DOI: 10.1172/21582440221116111.
  52. Usadolo, Q. E., & Usadolo, S. E. (2021). The effect of motive fulfilment as a mediating variable between perceived organisational support and volunteers’ affective commit¬ment in non-profit organisations. African Journal of Inter/Multidisciplinary Studies, 3, 75-90.
  53. Watterson, T., Look, K., Steege, L., & Chui, M. (2021). Operationalizing occupational fati¬gue in pharmacist: An exploratory factor analysis. Research in Social and Adminis¬trative Pharmacy, 17(7), 1282-1287.
  54. Weiss, M., & Zacher, H. (2022). Why and when does voice lead to increased job engagement? The role of perceived voice appreciation and emotional stability. Journal of Vocational Behaviour, 132, Article 103662.
  55. Whyte, S. (2021, March 05). Why fast communication is the key to appealing to young customers. Formilla. https://www.formilla.com/blog/business-site-appeal-millenials-gen-z-live-chat-fast/
  56. Xu, D., Zhang, N., Bu, X., & He, J. (2021). The effect of perceived organisational support on the work engagement of Chinese nurses during the COVID-19: The mediating role of psychological safety. Psychology, Health & Medicine, DOI: 10.1080/13548506.2021.1946107.
  57. Zaky, E. A. (2015). Nature, nurture, and human behavior: An endless debate. Journal of Child &Adolescent Behavior, 3(6), 1000e107.
Read More
Author biographies is not available.
Download this PDF file
PDF
Statistic
Read Counter : 1058 Download : 1689