Job Engagement Theory

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Research hypotheses
1. The significant work has a positive effect on the organizational commitment of the employees in the social security organization.
2. The significant work has a positive effect on the employee's job engagement in the social security organization.
3. The job engagement has a positive effect on the organizational commitment of the employees in the social security organization.
4. The job engagement plays a mediator role in the relationship between significant work and organizational commitment.
Research method
In this research, based on the nature of the subject and the purpose of the research, descriptive-correlation research has been used. Descriptive, in this paper, the purpose of this study was to describe and analyze
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First, we determine the percentage of employees in each branch from the entire population, and then, using the following equation, the size of each group is proportional to the total size of the branches:
Measurement tool
Organizational commitment questionnaire: In this research, Meyer and Allan's organizational commitment questionnaire (1990) has been used with 24 questions that measures the dimensions of emotional commitment, continuous commitment, and normative commitment. The questionnaire was designed in the form of questions closed answer with a five-point Likert scale (strongly agree up to strongly disagree).
Job engagement: In this research, Shufli and Salunava's job engagement questionnaire (2001) have been used with 17 questions that measures the dimensions of energy, dedication and absorption. The questionnaire was designed in the form of questions closed answer with a five-point Likert scale (strongly agree up to strongly disagree).
Significant work: In this research, Dick and Steiger (2008) and Harpez & Fu's (2002) questionnaire with 18 questions were used that measures the dimensions of work centrality, legal norms, economic relations, interpersonal relationships, significant tendencies and subjunctive
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As a result, job engagement has a mediator role in the relationship between significant work and organizational commitment. In addition, the results of path analysis showed that the path coefficient between these two variables is equal to 0.389, which indicates that 38.9 percent of organizational commitment changes are explained by significant work in the presence of mediator role of job engagement. This result suggests that a unit of change in significant work changes 38.9 percent of organizational commitment in the presence of mediator role of job engagement.
As shown in Fig. 3, the overall path coefficient between two variables of significant work and organizational commitment is 0.516. This value is obtained from the sum of the direct path coefficient in Table (6) (0.127) with the indirect path coefficient in Table (10) (0.398). Therefore, it can be stated in general that 51.6 percent of organizational commitment changes are explained by the significant work.
Studying the quality of the research
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