Browse > Article
http://dx.doi.org/10.13106/jafeb.2021.vol8.no2.0605

Understanding Career Optimism on Employee Engagement: Broaden-Built and Organizational Theory Perspective  

MAPPAMIRING, Mappamiring (Department of Management, STIEM Bongaya)
PUTRA, Aditya Halim Perdana Kusuma (Faculty of Economics and Business, Department of Management, Universitas Muslim Indonesia)
Publication Information
The Journal of Asian Finance, Economics and Business / v.8, no.2, 2021 , pp. 605-616 More about this Journal
Abstract
Objectively, the purpose of this study aims to re-confirm and analyze the relationship between variables through direct relationships and mediation (i.e., career optimism (CO), organizational fairness (OF), organizational entrepreneurship commitment (OEC) on employee engagement). This study also addresses whether career optimism provides a strong-impact if it mediates other antecedent variables on employee engagement. Therefore, to test and prove this, we made observations on 200 samples comprising lecturers in Indonesia. The data collection method uses a survey both offline and online. Through the PLS-SEM approach, the statistical testing demonstration states that all hypotheses, either through direct relationship or mediation, are proven to have a positive and significant effect. Career optimism has also proven to be a substantial and positive contribution to testing employee engagement as a mediating variable. The results of seven hypothesis testing in our study confirm that the broaden-built theory and organizational theory are closely related. Therefore, this study positively contributes to human resource management's science to balance the psychological and organizational aspects. In this study, we also add that consistency and a positive attitude in a career trigger a person's career optimization in a better and more positive direction, especially for career-path and employee engagement.
Keywords
Career Optimism; Organizational Fairness; Organizational Entrepreneurship Commitment; Employee Engagement; Broaden-Built Theory;
Citations & Related Records
연도 인용수 순위
  • Reference
1 Almulhim, A. F. (2020). Linking knowledge sharing to innovative work behavior: The role of psychological empowerment. The Journal of Asian Finance, Economics, and Business, 7(9), 549-560. https://doi.org/10.13106/jafeb.2020.vol7.no9.549   DOI
2 Arfah, A., & Putra, A. H. P. K. (2019). Analysis of productivity and distribution of female workers in FB's industries. Journal of Distribution Science, 17(3), 31-39. https://doi.org/10.15722/jds.17.3.201903.31   DOI
3 Belout, A., & Gauvreau, C. (2004). Factors influencing project success: The impact of human resource management. International Journal of Project Management, 22(1), 1-11. https://doi.org/10.1016/S0263-7863(03)00003-6   DOI
4 Bentler, P. M., & Bonett, D. G. (1980). Significance tests and goodness of fit in the analysis of covariance structures. Psychological Bulletin, 88(3), 588. https://doi.org/10.1037/0033-2909.88.3.588   DOI
5 Bono, J. E., & Judge, T. A. (2003). Core self‐evaluations: A review of the trait and its role in job satisfaction and job performance. European Journal of Personality, 17(1), 5-18. https://doi.org/10.1002/per.481   DOI
6 Brown, D. (2014). The future of reward management. Compensation & Benefits Review, 46(3), 147-151. https://doi.org/10.1177/0886368714549303   DOI
7 Brown, D. K., Downes, T., Eggleston, K., & Kumari, R. (2009). Human resource management technology diffusion through global supply chains: Buyer-directed factory-based health care in India. World Development, 37(9), 1484-1493. https://doi.org/10.1016/j.worlddev.2009.01.004   DOI
8 Buhner, R. (1997). Increasing shareholder value through human asset management. Long Range Planning, 30(5), 710-717. https://doi.org/10.1016/s0024-6301(97)00057-5   DOI
9 Buil, I., Martinez, E., & Matute, J. (2019). Transformational leadership and employee performance: The role of identification, engagement, and proactive personality. International Journal of Hospitality Management, 77(January), 64-75. https://doi.org/10.1016/j.ijhm.2018.06.014   DOI
10 Carignani, V. (2000). Management of change in health care organizations and the human resource role. European Journal of Radiology, 33(1), 8-13. https://doi.org/10.1016/S0720-048X(99)00130-8   DOI
11 Chawla, D., Dokadia, A., & Rai, S. (2017). Multigenerational differences in career preferences, reward preferences, and work engagement among Indian employees. Global Business Review, 18(1), 181-197. https://doi.org/10.1177/0972150916666964   DOI
12 Cohen-Charash, Y., & Spector, P. E. (2001). The role of justice in organizations: A meta-analysis. Organizational Behavior and Human Decision Processes, 86(2), 278-321. https://doi.org/10.1006/obhd.2001.2958   DOI
13 DeShields Jr, O. W., Kara, A., & Kaynak, E. (2005). Determinants of business student satisfaction and retention in higher education: Applying Herzberg's two-factor theory. International Journal of Educational Management, 19(2), 128-139. https://doi.org/10.1108/09513540510582426   DOI
14 El Hachem, W., & De Giovanni, P. (2019). Accelerating the transition to alternative fuel vehicles through a distributive justice perspective. Transportation Research Part D: Transport and Environment, 75(October), 72-86. https://doi.org/10.1016/j.trd.2019.08.020   DOI
15 Eva, N., Newman, A., Jiang, Z., & Brouwer, M. (2020). Career optimism: A systematic review and agenda for future research. Journal of Vocational Behavior, 116(February), 103287. https://doi.org/10.1016/j.jvb.2019.02.011   DOI
16 Gottfredson, L. S. (1981). Circumscription and compromise: A developmental theory of occupational aspirations. Journal of Counseling Psychology Monograph, 28(6), 545-579. https://doi.org/10.1037/0022-0167.28.6.545   DOI
17 Ewen, R. B. (1964). Some determinants of job satisfaction: A study of the generality of Herzberg's theory. Journal of Applied Psychology, 48(3), 161-163. https://doi.org/10.1037/h0048383   DOI
18 Fornell, C., & Larcker, D. F. (1981). Structural equation models with unobservable variables and measurement error: Algebra and statistics. Journal of Marketing Research, 18(3), 382-388. https://doi.org/10.2307/3150980   DOI
19 Gawel, J. E. (1997). Herzberg's theory of motivation and Maslow's hierarchy of needs. Practical Assessment, Research & Evaluation, 5(11), 1-3. https://doi.org/10.7275/31qy-ea53   DOI
20 Gray, M. P., & O'Brien, K. M. (2007). Advancing the assessment of women's career choices: The career aspiration scale. Journal of Career Assessment, 15(3), 317-337. https://doi.org/10.1177/1069072707301211   DOI
21 Hair, J. F., Henseler, J., Dijkstra, T. K., & Sarstedt, M. (2014). Common beliefs and reality about partial least squares: Comments on Rönkkö and Evermann. Organizational Research Method, 17(2), 182-209. https://doi.org/10.1177/1094428114526928   DOI
22 Heffron, R. J. (2018). The application of distributive justice to energy taxation utilizing sovereign wealth funds. Energy Policy, 122(November), 649-654. https://doi.org/10.1016/j.enpol.2018.07.049   DOI
23 Henseler, J., Hubona, G., & Ray, P. A. (2016). Using PLS path modeling in new technology research: updated guidelines. Industrial Management & Data Systems, 116(1), 2-20. https://doi.org/10.1108/IMDS-09-2015-0382   DOI
24 Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. The Academy of Management Journal, 33(4), 692-724. https://doi.org/10.2307/256287   DOI
25 Hulkko-Nyman, K., Sarti, D., Hakonen, A., & Sweins, C. (2012). Total rewards perceptions and work engagement in elder-care organizations. International Studies of Management and Organization, 42(1), 24-49. https://doi.org/10.2753/IMO0020-8825420102   DOI
26 Ivers, N. N., Milsom, A. & Newsome, D. W. (2012), Using Gottfredson's theory of circumscription and compromise to improve Latino students' school success. The Career Development Quarterly, 60(September), 231-242. https://doi.org/10.1002/j.2161-0045.2012.00019.x   DOI
27 Jena, L. K., Pradhan, S., & Panigrahy, N. P. (2018). The pursuit of organizational trust: Role of employee engagement, psychological well-being, and transformational leadership. Asia Pacific Management Review, 23(3), 227-234. https://doi.org/https://doi.org/10.1016/j.apmrv.2017.11.001   DOI
28 Kassianos, A. P., Symeou, M., & Ioannou, M. (2016). The health locus of control concept: Factorial structure, psychometric properties, and form equivalence of the multidimensional health locus of control scales. Health Psychology Open, 3(2), 1-10. https://doi.org/10.1177/2055102916676211   DOI
29 Kelidbari, H. R. R., Fadaei, M., & Ebrahimi, P. (2016). The role of ethical leadership on employee performance at Guilan University of Medical Sciences. Procedia - Social and Behavioral Sciences, 230(May), 463-470. https://doi.org/10.1016/j.sbspro.2016.09.058   DOI
30 Kim, S. J., & Chung, E. K. (2019). The effect of organizational justice as perceived by occupational drivers on traffic accidents: Mediating effects of job satisfaction. Journal of Safety Research, 68(February), 27-32. https://doi.org/10.1016/j.jsr.2018.11.001   DOI
31 Lent, R. W., & Brown, S. D. (2019). Social cognitive career theory at 25: Empirical status of the interest, choice, and performance models. Journal of Vocational Behavior, 115(December), 103316. https://doi.org/10.1016/j.jvb.2019.06.004   DOI
32 Klagge, J. (1998). The empowerment squeeze-views from the middle management position. Journal of Management Development, 17(8), 548-558. https://doi.org/10.1108/02621719810228407   DOI
33 Lambert, E. G., Keena, L. D., Leone, M., May, D., & Haynes, S. H. (2019). The effects of distributive and procedural justice on job satisfaction and organizational commitment of correctional staff. The Social Science Journal, 57(4), 405-416. https://doi.org/10.1016/j.soscij.2019.02.002   DOI
34 Lemon, L. L., & Palenchar, M. J. (2018). Public relations and zones of engagement: Employees' lived experiences and the fundamental nature of employee engagement. Public Relations Review, 44(1), 142-155. https://doi.org/10.1016/j.pubrev.2018.01.002   DOI
35 Lewis, C. C., & Abdul-Hamid, H. (2006). Implementing effective online teaching practices: Voices of exemplary faculty. Innovative Higher Education, 31(2), 83-98. https://doi.org/10.1007/s10755-006-9010-z   DOI
36 Mahesh, V. S. (1988). Effective human resources management: Key to excellence in service organizations. Vikalpa: The Journal for Decision Makers, 13(4), 9-16. https://doi.org/10.1177/0256090919880403   DOI
37 Mappamiring, M., Akob, M., & Putra, A. H. P. K. (2020). What millennial workers want? Turnover or intention to stay in the company. The Journal of Asian Finance, Economics, and Business, 7(5), 237-248. https://doi.org/10.13106/jafeb.2020.vol7.no5.237   DOI
38 Milliman, J., Gatling, A., & Kim, J. (Sunny). (2018). The effect of workplace spirituality on hospitality employee engagement, intention to stay, and service delivery. Journal of Hospitality and Tourism Management, 35(June), 56-65. https://doi.org/10.1016/j.jhtm.2018.03.002   DOI
39 Meiyani, E., & Putra, A. H. P. K. (2019). The relationship between Islamic leadership on employee engagement distribution in FMCG industry: Anthropology business review. Journal of Distribution Science, 17(5), 19-28. http://dx.doi.org/10.15722/jds.17.05.201905.19   DOI
40 Meyer, J. P., Morin, A. J. S., & Vandenberghe, C. (2015). Dual commitment to organization and supervisor: A person-centered approach. Journal of Vocational Behavior, 88(June), 56-72. https://doi.org/10.1016/j.jvb.2015.02.001   DOI
41 Raja, U., Sheikh, R. A., Abbas, M., & Bouckenooghe, D. (2018). Do procedures really matter when rewards are more important? A Pakistani perspective on the effects of distributive and procedural justice on employee behaviors. European Review of Applied Psychology, 68(2), 79-88. https://doi.org/10.1016/j.erap.2018.03.001   DOI
42 Ramlawati, R., & Putra, A. H. P. K. (2018). Total quality management is the key to the company to gain competitiveness, performance achievement, and consumer satisfaction. International Review of Management and Marketing, 8(5), 60-69. https://doi.org/10.32479/irmm.6932   DOI
43 Scott, C. P. R., Jiang, H., Wildman, J. L., & Griffith, R. (2018). The impact of implicit collective leadership theories on the emergence and effectiveness of leadership networks in teams. Human Resource Management Review, 28(4), 464-481. https://doi.org/10.1016/j.hrmr.2017.03.005   DOI
44 Werner, J. M. (2000). Implications of OCB and contextual performance for human resource management. Human Resource Management Review, 10(1), 3-24. https://doi.org/10.1016/S1053-4822(99)00036-4   DOI
45 Vu, H. M. (2020). Relationship between work-life balance, religiosity, and employee engagement: A proposed moderated mediation model. The Journal of Asian Finance, Economics, and Business, 7(10), 339-345. https://doi.org/10.13106/jafeb.2020.vol7.n10.339   DOI
46 Vuong, B. N., Tung, D. D., Hoa, N. D., Chau, N. T. N., & Tushar, H. (2020). An empirical assessment of organizational commitment and job performance: Vietnam Small and Medium-Sized Enterprises (SMEs). The Journal of Asian Finance, Economics, and Business, 7(6), 277-286. https://doi.org/10.13106/jafeb.2020.vol7.no6.277   DOI
47 Wang, J., & Staver, J. R. (2001). Examining relationships between factors of science education and student career aspiration. The Journal of Educational Research, 94(5), 312-319. https://doi.org/10.1080/00220670109598767   DOI
48 Wilms, R., Winnen, L. A., & Lanwehr, R. (2019). Top managers' cognition facilitates organizational ambidexterity: The mediating role of cognitive processes. European Management Journal, 37(5), 589-600. https://doi.org/10.1016/j.emj.2019.03.006   DOI
49 Zayas-Ortiz, M., Rosario, E., Marquez, E., & Colon Gruneiro, P. (2015). Relationship between organizational commitments and organizational citizenship behavior in a sample of private banking employees. International Journal of Sociology and Social Policy, 35(1/2), 91-106. https://doi.org/10.1108/IJSSP-02-2014-0010   DOI