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All Journal International Journal of Multidisciplinary Research of Higher Education (IJMURHICA)
Zamralita Zamralita
Universitas Tarumanagara, Indonesia
Economics, Econometrics & Finance Education Engineering Languange, Linguistic, Communication & Media Social Sciences

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The Role of Job Resources in Enhancing Work Engagement: The Mediating Effect of Job Satisfaction Velia Amanda; Zamralita Zamralita; Reza Fahlevi
International Journal of Multidisciplinary Research of Higher Education Vol 9 No 2 (2026): (April) Theme Education, Religion Studies, Social Sciences, STEM and Economic Dev
Publisher : Islamic Studies and Development Center in Collaboration With Students' Research Center Universitas Negeri Padang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24036/ijmurhica.v9i2.504

Abstract

Work engagement is a key factor determining an organization’s success in achieving optimal performance. Adequate human resources are believed to enhance employee motivation and commitment, thereby fostering a more productive work environment. This study aims to analyze the role of human resources in enhancing work engagement, with job satisfaction serving as a mediating variable. The research method employed is a quantitative approach using convenience sampling. A total of 350 active employees in Indonesia participated in this study by completing an online questionnaire using the Utrecht Work Engagement Scale by Schaufeli & Bakker in 2004, the Job Demands-Resources Questionnaire by Bakker in 2014, and the Job Satisfaction Measurement: The Alternative Method by Suyasa in 2007. The results indicate that job resources contribute positively and significantly to increased work engagement, and job satisfaction was found to act as a partial mediator in this relationship. These findings have important implications for organizations in designing and implementing human resource management strategies focused on enhancing job satisfaction as a means to strengthen employee work engagement.
Perceived Organizational Support and Work Engagement: Testing the Mediating Role of Perceived Insider Status in Indonesia Raissa Aurely; Zamralita Zamralita; Reza Fahlevi
International Journal of Multidisciplinary Research of Higher Education Vol 9 No 1 (2026): (January) Theme Education, Religion Studies, Social Sciences, STEM and Economic D
Publisher : Islamic Studies and Development Center in Collaboration With Students' Research Center Universitas Negeri Padang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24036/ijmurhica.v9i1.505

Abstract

Employee engagement in work is key to organizational success, yet only 21% of employees globally are truly engaged in their work, reflecting a major challenge in human resource management. This research aims to examine the mediating role of Perceived Insider Status (PIS) in the relationship between Perceived Organizational Support (POS) and Work Engagement among employees in Indonesia. This research uses a quantitative method with a cross-sectional design, involving 283 employee participants who met the research criteria. Data were collected through online surveys using validated instruments: Utrecht Work Engagement Scale (UWES), Survey of Perceived Organizational Support (SPOS), and Perceived Insider Status Scale. Analysis results using PROCESS bootstrapping regression indicate that POS has a significant and positive effect on work engagement (β = 0.1194, p < 0.001) and POS also has a significant effect on PIS (β = 0.0388, p < 0.001). However, PIS does not have a significant effect on work engagement (β = -0.3351, p = 0.0942 > 0.05), thus PIS was not proven to function as a mediating variable (indirect effect: β = -0.0130, 95% CI [-0.0361, 0.0049]). These findings are useful as a reference for human resource practitioners, managers, and organizations to develop more effective strategies in enhancing employee work engagement through comprehensive organizational support strengthening. The implications of this research demonstrate that the influence of organizational support on work engagement is direct without requiring an increase in insider status feelings first, therefore organizations should prioritize enhancing perceived organizational support directly to improve employee work engagement.
Co-Authors Raissa Aurely Reza Fahlevi Velia Amanda