Improving Employee Engagement Through Organizational Culture and Servant Leadership with Commitment Towards the Organization as an Intervening Variable on Employees of a Private Hospital in Bogor Regency
Abstract
This study aims to improve employee engagement at a private hospital in Bogor Regency through organizational culture and servant leadership with commitment to the organization as an intervening variable. The study population was 141 permanent employees at the staff level and the number of samples used was 105 employees. Data collection to measure employee engagement variables, organizational culture, servant leadership and commitment to the organization was in the form of a questionnaire. Data analysis techniques used descriptive statistics and path analysis. The results of the study showed: (a) There is a positive direct effect of organizational culture on commitment to the organization (b) There is a positive direct effect of servant leadership on commitment to the organization. (c) There is a positive direct effect of organizational culture on employee engagement. (d) There is a positive direct effect of servant leadership on employee engagement. (e) There is a positive direct effect of commitment to the organization on employee engagement (f) There is a positive indirect effect of organizational culture on employee engagement through commitment to the organization. (g) There is a positive indirect effect of servant leadership on employee engagement through commitment to the organization.
Downloads
References
Alfes, Kerstin; Truss, Catherine; Soane, C. Emma; Rees, Chris; & Gatenby, Mark. (2010). Creating an Engaged Workface. London. Chartered Institute of Personnel and Development. pp. 5.
Batubara, Megawati; Aprilingga, H. Fasya; & Fadlillah, B. Alya. (2022). Organizational Commitment as a Personal Resource in Forming of Work Engagement, Volume 11, No. 2, pp. 264-265. DOI: 10.30872/psikostudia.
Colquitt, Jason; Lepine, Jeffery; & Wesson, Michael. (2011). Organizational Behavior Improfing Performance and Commitment in the Workplace, New York: McGraw-Hill. pp. 34, 69-78, 374-375.
Myrden; & Kelloway, E. Kevin; (2015) Leading to Costumer loyalty: a daily test of the sevice-profit chain. Journal of Services Marketing. Volume 9, Issue 6. pp. 585-598.
Parris; & Peachey. (2013). A Systematic Literature Review of Servant Leadership Theory in Organizational Contexts. Journal Business Ethics, Volume 113. DOI 10.1007/s10551-012-1322-6, 377-393.
Pratama, N. Eko; Suwarni, Emi; & Handayani, A. Maidiana. (2022). The Effect Of Job Satisfaction And Organizational Commitment On Turnover Intention With Person Organization Fit As Moderator Variable. ATM, Volume 6, No. 1, pp. 5. https://doi.org/10.33050/atm.v6i1.1722.
Siagian, M., Siregar, Z., & Rambe, B. (2023). The Effect of Training on Employee Performance by Mediating Organizational Commitment and Motivation at the Labuhanbatu Youth and Sports Culture and Tourism Service. Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE), 6(1), 254-269. https://doi.org/10.31538/iijse.v6i1.2199
Sugiyono. (2022). Metodologi Penelitian: Kuantitatif, Kualitatif dan R&D. Bandung: Alfabeta, pp. 80-81, 93-94, 97-98, 125-129,184.
Sujarweni, Wiratna. (2023). The Guide Book of SPSS. Yogyakarta: PT. Anak Hebat Indonesia. pp. 8, 66.
Waqif, Azizah; Bisma, M. Ardhya; & Sanggala, Ekra. (2023) Pengaruh Employee Engagement terhadap Turnover Intention melalui Kinerja Karyawan sebagai Variabel Intervening. JIMPS: Jurnal Ilmiah Mahasiswa Pendidikan Sejarah.pp.9-11.DOI: https://doi.org/10.24815/jimps.v8i4.26904
Zulkarnain, Z., Pitriyani, P., & Halim, A. (2022). Work Ethics, Progressive Discipline, and Work Engagement on Job Satisfaction of Labuhanbatu District Education Service Employees. Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE), 5(2), 919-935. https://doi.org/10.31538/iijse.v5i2.3927
Copyright (c) 2024 Eka Verawati, Widodo Sunaryo, Herdiyana Herdiyana
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
Authors who publish with this journal agree to the following terms:
- Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution License that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this journal.
- Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgment of its initial publication in this journal.
- Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work.
