The Mediating Role of Learning Agility on the Relationship between Work Engagement and Learning Culture (original) (raw)
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Indonesia oil palm industry (IOPI) has become rapid growth industry and plays strategic role in global and domestic socio-economy. IOPI is facing many social, environmental and managerial issues. The employees with high score on learning agility and work engagement become the requirement. And developing organizational culture that promotes and supports learning process is a must for palm oil company in Indonesia. This study aims to explore the impact of learning culture on learning agility and work engagement. Does learning culture impact directly or indirectly on work engagement? The study was conducted on 73 respondents who are senior staffs, supervisors and junior managers from 28 companies in IOPI. Smart-PLS application was used for statistical data analysis in this study. The result explained that learning culture impacts indirectly (with path coefficient 0.142) and directly (with path coefficient 0.248) on work engagement. The development of organizational learning culture also impact directly on learning agility (with path coefficient 0.276). It is a strategic initiative for dealing with current and future business challenges.
The Impact of Work Engagement on the Agility of the Organization's Workforce X
IJSSHMR, 2024
Digital transformation is increasingly necessary in the public sector and is a government strategy imperative. ASNs working in Organization X need to be agile to adapt to the changing environment and the current digital acceleration. Higher work engagement among employees will lead to increased motivation and improved workforce agility. This research takes a quantitative approach in the form of non-experimental methods. Regression analysis was used as the analysis technique to investigate the impact of work engagement on employee agility of ASN employees in company X. The study sampling consisted of 122 interviewees. The results indicate a significant positive correlation between work engagement and workforce agility. Further research is expected to deepen the information by interviewing relevant parties to verify and strengthen the phenomenon.
The Effect of Employee Involvement and Work Engagement on Workforce Agility
Conference Proceeding ICAS-PGS (EAI), 2020
The purpose of this study was to examine the effect of employee involvement and work engagement on workforce agility. Participants are permanent employees of 154 heavy equipment manufacturing companies. Data collection using convenience sampling techniques. The survey was conducted using an employee involvement instrument with 10 items, a work engagement questionnaire with 12 items, and a workforce agility questionnaire with 39 items. The regression analysis technique uses SPSS 24. The results obtained are in accordance with the initial hypothesis of the research that there is a positive relationship between employee involvement and work engagement on workforce agility.
Job Involvement and Innovative Work Behaviour: The Role of Learning Agility as Mediation
Jurnal Manajemen Universitas Bung Hatta, 2023
The main factor in achieving organizational success in a competitive environment is innovation, and the idea of innovation in the organization is largely generated by human resources behaving innovatively. The purpose of this study is to explore the effect of job involvement (JI) on innovative work behavior (IWB) by highlighting learning agility (LA) as mediation. The research hypothesis was tested using a sample of 109 permanent employees of PT KAI Operating Area 7 Madiun. The test results reveal that JI can significantly increase LA, and LA can significantly increase IWB. In addition, the test results also show that JI can increase IWB through learning agility which acts as full mediating. The findings of this study provide an additional literature review of the role of individuals in organizations in improving innovation in organizations through employee job involvement and employee agility in learning about job demands due to the dynamics of a highly dynamic organizational environment. These findings are consistent with the individual adaptability theory (I-ADAPT) which describes that an individual's innovative behavior is the result of individuals in organizations having agility in learning. Learning agility can be significantly improved when the individual has a high job involvement.
International Business Research
Purpose: The purpose of this study is to examine the moderating significant role of Job Engagement (JE) in the relationship between Organizational Agility (OA) and Organizational Performance (OP).Research Design/Methodology: To assess positive OA, refer to (OA Questionnaire, Jaworski and Kohli 1993), JE (JE Questionnaire, Rich et al., 2010) and OP (OP Questionnaire, Darroch, 2003; Pathirage, et al., 2007; and Chen & Mohamed, 2007). The data of the study was collected from 310 employees at Teaching Hospitals in Egypt. Out of the 357 questionnaires that were distributed to employees at Teaching Hospitals in Egypt, 310 usable questionnaires were returned, a response rate of 86%. Multiple Regression Analysis (MRA) was used to confirm the research hypotheses.Findings: The research has found that there is significant relationship between OA, JE and OP at Teaching Hospitals in Egypt. JE significantly influenced OA and OP. The finding reveals that OA affects OP through JE. Accordingly, the ...
Information Management and Business Review, 2017
Rapidly changing business environment requires organization to gain competitive advantage in order to survive. As people is known to be the most valuable assets to an organization, having employees that are actively engaged in their work can positively leads to higher performance and subsequently contribute to the success of the organization. One of the factors that would lead to work engagement among employees is through the learning organization concept which provides continuous learning and improvement, directly linked to an employee daily work and development. Despite its importance, seldom has it been reported in the literature that this paradigm has been examined. Therefore, this study attempts to determine: (i) the level of work engagement among employees; and (ii) the relationship between learning organization dimension and work engagement. Data collected from 150 employees of an institution of higher education revealed that work engagement among employees is at high level. ...
Development of Work Engagement Model Based on Organizational Culture Method
International Journal of Instruction, 2022
The lecturers are one of key success in the highest education systems processes that are expected can improve the quality of education in Indonesia. The purpose of this study is to determine how the effect of Organizational Internal Communication, Organizational Justice, Intrinsic Rewards, and Self-Development on Lecturer's Work Engagement in terms of organizational culture. The population of this study is the lecturers who have a National Lecturer Registration Number at college of economics in east Jakarta. The population in this study is 377 lecturers and using a proportional random sampling technique, the sample of this study is 200 lecturers. The data analysis method used in this study is Structural Equation Modeling (SEM); for data processing, this study using Partial Least Square-Structural Equation Models (PLS-SEM) software. The results of this study are expected to provide input to the college to improve lecturers' work engagement. Improving lecturer's work engagement can be done directly through improving organizational internal communication, organizational justice, intrinsic rewards and self-development. While indirectly it can be done through increasing managerial effectiveness, and the work team is an effective mediating variable to increase lecturers' work engagement. While indirectly it can be done through increasing organizational justice. Intrinsic rewards is effective mediating variables to increase lecturers' work engagement.
International Business Research, 2016
Background: In the current turbulent and highly competitive environment, organizational agility (OA), that is the ability of organizations to quickly sense and respond to environmental changes, is an important determinant of organization success. Purpose: The purpose of this research is to identify the types of OA (sensing agility, decision-making agility and acting agility) and its role in promoting job engagement (JE) of the employees at the Egyptian industrial companies in Sadat city. Research Design/Methodology: To assess positive OA, refer to (OA Questionnaire, Jaworski & Kohli, 1993) and JE (JE Questionnaire, Rich et al. (2010) are used). The data of the study was collected from 315 employees at the Egyptian industrial companies in Sadat city. Out of the 372 questionnaires that were distributed to employees at industrial companies in Egypt, 315 usable questionnaires were returned, a response rate of 85%. Multiple Regression Analysis (MRA) was used to confirm the research hypotheses. Findings: The researcher has found that the study subjects do agree that OA directly affects the dimensions of JE of the employees at the industrial companies involved in the current study. Practical implications: This research helps to stimulate scientific research, particularly in terms of testing the model content, as well as studying the study variables and the factors affecting them. In addition, this research pointed to the need for organizations to practice OA in order to be able to meet contemporary intense competition, as this trend is to play an important role in enhancing JE. Originality/value: This research dealt with OA in terms of its concept and dimensions, in addition to dealing with the role of OA in promoting JE at the Egyptian industrial companies in Sadat City.
Organisational Learning and Employee Engagement: A Literature Review
2019
Organisational learning is a mechanism used by the organisation to keep themselves competitive and up to date. Organisational learning leads to technological innovation, product enhancement and process improvement. But despite the importance placed on organisational learning many industries in Nigeria are faced with the challenges of technological innovations, engagement and sustainable competitive advantage. Hence, this paper establishes the relationship between organisational learning and employee engagement with emphasis in the Nigerian pharmaceutical industry. The paper focuses on the dynamics and benefits of organizational learning. The specific objectives were to (i) identify the relationship between information acquisition and behavioural engagement of employees (ii) examine the linkage between information distribution and cognitive engagement of employees in the Nigerian pharmaceutical industry. The use of five scale dimensional theoretical model and conceptual analysis were...
2017
In the business competition PT. WIKA Bitumen makes each employee a human capital. The human capital concept applies the quality of employees shall be improved through the competence training, knowledge, attributes, and abilities, which is manifested in the ability to work properly so as to generate economic value in development. The objective of this research is to find the influence of organizational culture and employee engagement, and to see the interrelationship of influence between these variables and strategies to improve the employee performance. This study uses primary data obtained from interviews by using questionnaires to employees of PT. Wika Bitumen. The number of respondents is 143 respondents. Employee engangement has a significant positive effect on the performance of PT. Wika Bitumen then The results of organizational culture and employee engangement showes quite well influence. And organizational culture also has a good influence on the performance of employees PT....