A. Agarwal, U. (2014). Linking justice, trust and innovative work behaviour to work engagement. Personnel Review, 43(1), 41–73.
Alvi, A. K., & Abbasi, A. S. (2012). Impact of Organizational Justice on Employee Engagement in Banking Sector of Pakistan. Middle-East Journal of Scientific Research, 12(5), 643–649.
Ardi, R. T. B., & Sudarma, K. (2015). Pengaruh Perssepsi Dukungan Dan Keadilan Organisasi Terhadap Organizational Citizenship Behavior Dengan Komitmen Organisasional Sebagai Variabel Intervening. Management Analysis Journal, 4(2), 142–152.
Aryee, S., Budhwar, P. S., & Chen, Z. X. (2002). Trust as a mediator of the relationship between organizational justice and work outcomes : test of a social exchange model. Journal of Management. 285(March), 267–285.
Authors, F. (2014). Asia-Pacific Journal of Business Administration. Management Research Review, 33(10).
Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. Leadership Quarterly, 16(3), 315–338.
Avolio, B. J., Griffith, J., Wernsing, T. S., & Walumbwa, F. O. (2009). What is Authentic Leadership Development? Oxford Handbook of Positive Psychology and Work, (April 2018), 1–25.
Bartram, T., & Casimir, G. (2006). The relationship between leadership and follower in-role performance and satisfaction with the leader. Human Resources Management, 30 (5), 23-32.
Cropanzano, R., Bowen, D. E., & Gilliland, S. W. (2011). The Management of Organizational Justice. Academy of Management Perspectives, 21(4), 34–48.
Fabian Ugwu Ike E Onyishi Alma M RodrÃguez-Sánchez Revista, Linking Organizational trust withe employee engagement: the role of psychologica. Personnel Review, 43(3), 377–400.
Ghoniyah, N., & Masurip. (2011). Peningkatan Kinerja Karyawan Melalui Kepemimpinan, Lingkungan Kerja Dan Komitmen. Jurnal Dinamika Manajemen, 2(2), 118–129.
Ghosh, P., Rai, A., & Sinha, A. (2014). Organizational justice and employee engagement: Exploring the linkage in public sector banks in India. Personnel Review, 43(4), 628–652.
Hackman, J. R. (2012). From causes to conditions in group research What Is This Thing Called “ Group � Journal of Organizational Behavior, 33(3), 428–444.
Hannah, S. T., Avolio, B. J., & Walumbwa, F. O. (2018). Relationships between Authentic Leadership, Moral Courage, and Ethical. Pro-Social Behaviors, 555–578.
Hayuningtyas, D. R. I., & Helmi, A. F. (2015). Peran Kepemimpinan Otentik terhadap Work Engagement Dosen dengan Efikasi Diri sebagai Mediator. Gadjah Mada Journal of Psychology, 1(3), 167–179.
Hidayah, S., & Harnoto, H. (2018). Role of Organizational Citizenship Behavior (OCB), Perception of Justice and Job Satisfaction on Employee Performance. Jurnal Dinamika Manajemen, 9(2), 170–178.
Kang, H. J. (Annette), & Busser, J. A. (2018). Impact of service climate and psychological capital on employee engagement: The role of organizational hierarchy. International Journal of Hospitality Management, 75(May 2017), 1–9.
Karam, E. P., Gardner, W. L., Gullifor, D. P., Tribble, L. L., & Li, M. (2017). Authentic leadership and high-performance human resource practices: Implications for work engagement. Research in Personnel and Human Resources Management, 35, 103–153.
Leiter, M. P., & Bakker, A. B. (n.d.). Work engagement : Introduction FO IS TI IS, 1–9.
Lyu, X. (2016). Effect of organizational justice on work engagement with psychological safety as a mediator: Evidence from China. Social Behavior and Personality: An International Journal, 44(8), 1359–1370.
Macey, W. H., & Schneider, B. (2008). The Meaning of Employee Engagement. Industrial and Organizational Psychology, 1(01), 3–30.
Mann, A., & Harter, J. (2016). The worldwide employee engagement crissi. Gallup Management Journal Online, 1–4.
Martono, S., Khoiruddin, M., & Wulansari, N. A. (2018). Remuneration Reward Management System As a. International Journal of Business & Society, 19, 535–545.
Masrukhin, M. A. (2014). Praktik Sistem Kerja Berkinerja Tinggi terhadap Komitmen Afektif. Jurnal Dinamika Manajemen, 5(1), 74–83.
McAuliffe, N., Bostain, N. S., & Witchel, A. D. (2019). The Relationship Between Authentic Leadership, Trust, and Engagement in Library Personnel. Journal of Library Administration, 59(2), 129–148.
Nuur, M. Z. I., & Sudarma, K. (2017). Pengaruh Keadilan Distributif, Keterlibatan kerja dan Kepuasan Kerja pada Komitmen Berkelanjutan. Management Analysis Journal, 6(1).
Oh, J., Cho, D., & Lim, D. H. (2018). Authentic leadership and work engagement: the mediating effect of practicing core values. Leadership and Organization Development Journal, 39(2), 276–290.
Pearce, J. L., & Bigley, G. A. (1998). Procedural Justice as Modernism : Placing Industrial / Organisational Psychology in Context, 47, 371–396.
Raharjo, D. C., Witiastuti, R. S., Manajemen, J., Ekonomi, F., Semarang, U. N., & Artikel, I. (2016). Pengaruh Kepemimpinan Transformasional terhadap Keterikatan Kerja melalui Keadilan Organisasional sebagai Variabel Mediasi. Management Analysis Journal, 5(4), 347–361.
Ranihusna, D. (2013). Efek Rantai Motivasi Pada Kinerja Karyawan. Jurnal Dinamika Manajemen, 1(2), 90–103.
Rawlins, B. R. (2008). Measuring the Relationship Between Organizational Transparency and Trust. Public Relations Journal, 2(2), 1–21.
Rejeki, A. T., & Wulansari, N. (2015). Pengaruh keadilan organisasional pada komitmen dengan kepuasan kerja sebagai variabel mediasi. Management Analysis Journal. 4(4), 319–326.
Saks, A. M. (2019). Antecedents and consequences of employee engagement revisited. Journal of Organizational Effectiveness, 6(1), 19–38.
Schaufeli, W. B., Salanova, M., Bakker, A. B., & Alez-rom, V. G. (2002). The measurement of engagement and burnout: sample confirmatory factor. Handbook of Work Engagement. 71–92.
Stander, F. W., De Beer, L. T., & Stander, M. W. (2015). Authentic leadership as a source of optimism, trust in the organisation and work engagement in the public health care sector. SA Journal of Human Resource Management, 13(1), 1–12.
Sudarma, K. (2012). Encapai Sumber Daya Manusia Unggul (Analisis Kinerja Dan Kualitas Pelayanan). Jurnal Dinamika Manajemen, 3(1), 76–83.
Walumbwa, F. O., Avolio, B. J., Gardner, W. L., Wernsing, T. S., & Peterson, S. J. (2008). Authentic leadership: Development and validation of a theory-based measure. Journal of Management, 34(1), 89–126.
Wan, Q., Zhou, W., Li, Z., & Shang, S. (2018). Associations of Organizational Justice and Job Characteristics with Work Engagement Among Nurses in Hospitals in China. Research in Nursing and Health, 41(6), 555–562.
Wong, C., & Cummings, G. (2009). Authentic leadership: A new theory for nursing or back to basics? Journal of Health, Organisation and Management, 23(5), 522–538.
Wulansari, N. A., Ranihusna, D., Putri, V. W., & Wijayanto, G. (2017). The Effects of Organizational Justice on Organizational Citizenship Behavior Using Perceived Organizational Support as Mediation. Advanced Science Letters, 23(8), 7306-7308.
Yogi Pratiwi, I., & Ardana, I. (2015). Pengaruh Stres Kerja Dan Komitmen Organisasional Terhadap Intention To Quit Karyawan Pada Pt. Bpr Tish Batubulan. Management Analysis Journal, 4(7).
Alvi, A. K., & Abbasi, A. S. (2012). Impact of Organizational Justice on Employee Engagement in Banking Sector of Pakistan. Middle-East Journal of Scientific Research, 12(5), 643–649.
Ardi, R. T. B., & Sudarma, K. (2015). Pengaruh Perssepsi Dukungan Dan Keadilan Organisasi Terhadap Organizational Citizenship Behavior Dengan Komitmen Organisasional Sebagai Variabel Intervening. Management Analysis Journal, 4(2), 142–152.
Aryee, S., Budhwar, P. S., & Chen, Z. X. (2002). Trust as a mediator of the relationship between organizational justice and work outcomes : test of a social exchange model. Journal of Management. 285(March), 267–285.
Authors, F. (2014). Asia-Pacific Journal of Business Administration. Management Research Review, 33(10).
Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. Leadership Quarterly, 16(3), 315–338.
Avolio, B. J., Griffith, J., Wernsing, T. S., & Walumbwa, F. O. (2009). What is Authentic Leadership Development? Oxford Handbook of Positive Psychology and Work, (April 2018), 1–25.
Bartram, T., & Casimir, G. (2006). The relationship between leadership and follower in-role performance and satisfaction with the leader. Human Resources Management, 30 (5), 23-32.
Cropanzano, R., Bowen, D. E., & Gilliland, S. W. (2011). The Management of Organizational Justice. Academy of Management Perspectives, 21(4), 34–48.
Fabian Ugwu Ike E Onyishi Alma M RodrÃguez-Sánchez Revista, Linking Organizational trust withe employee engagement: the role of psychologica. Personnel Review, 43(3), 377–400.
Ghoniyah, N., & Masurip. (2011). Peningkatan Kinerja Karyawan Melalui Kepemimpinan, Lingkungan Kerja Dan Komitmen. Jurnal Dinamika Manajemen, 2(2), 118–129.
Ghosh, P., Rai, A., & Sinha, A. (2014). Organizational justice and employee engagement: Exploring the linkage in public sector banks in India. Personnel Review, 43(4), 628–652.
Hackman, J. R. (2012). From causes to conditions in group research What Is This Thing Called “ Group � Journal of Organizational Behavior, 33(3), 428–444.
Hannah, S. T., Avolio, B. J., & Walumbwa, F. O. (2018). Relationships between Authentic Leadership, Moral Courage, and Ethical. Pro-Social Behaviors, 555–578.
Hayuningtyas, D. R. I., & Helmi, A. F. (2015). Peran Kepemimpinan Otentik terhadap Work Engagement Dosen dengan Efikasi Diri sebagai Mediator. Gadjah Mada Journal of Psychology, 1(3), 167–179.
Hidayah, S., & Harnoto, H. (2018). Role of Organizational Citizenship Behavior (OCB), Perception of Justice and Job Satisfaction on Employee Performance. Jurnal Dinamika Manajemen, 9(2), 170–178.
Kang, H. J. (Annette), & Busser, J. A. (2018). Impact of service climate and psychological capital on employee engagement: The role of organizational hierarchy. International Journal of Hospitality Management, 75(May 2017), 1–9.
Karam, E. P., Gardner, W. L., Gullifor, D. P., Tribble, L. L., & Li, M. (2017). Authentic leadership and high-performance human resource practices: Implications for work engagement. Research in Personnel and Human Resources Management, 35, 103–153.
Leiter, M. P., & Bakker, A. B. (n.d.). Work engagement : Introduction FO IS TI IS, 1–9.
Lyu, X. (2016). Effect of organizational justice on work engagement with psychological safety as a mediator: Evidence from China. Social Behavior and Personality: An International Journal, 44(8), 1359–1370.
Macey, W. H., & Schneider, B. (2008). The Meaning of Employee Engagement. Industrial and Organizational Psychology, 1(01), 3–30.
Mann, A., & Harter, J. (2016). The worldwide employee engagement crissi. Gallup Management Journal Online, 1–4.
Martono, S., Khoiruddin, M., & Wulansari, N. A. (2018). Remuneration Reward Management System As a. International Journal of Business & Society, 19, 535–545.
Masrukhin, M. A. (2014). Praktik Sistem Kerja Berkinerja Tinggi terhadap Komitmen Afektif. Jurnal Dinamika Manajemen, 5(1), 74–83.
McAuliffe, N., Bostain, N. S., & Witchel, A. D. (2019). The Relationship Between Authentic Leadership, Trust, and Engagement in Library Personnel. Journal of Library Administration, 59(2), 129–148.
Nuur, M. Z. I., & Sudarma, K. (2017). Pengaruh Keadilan Distributif, Keterlibatan kerja dan Kepuasan Kerja pada Komitmen Berkelanjutan. Management Analysis Journal, 6(1).
Oh, J., Cho, D., & Lim, D. H. (2018). Authentic leadership and work engagement: the mediating effect of practicing core values. Leadership and Organization Development Journal, 39(2), 276–290.
Pearce, J. L., & Bigley, G. A. (1998). Procedural Justice as Modernism : Placing Industrial / Organisational Psychology in Context, 47, 371–396.
Raharjo, D. C., Witiastuti, R. S., Manajemen, J., Ekonomi, F., Semarang, U. N., & Artikel, I. (2016). Pengaruh Kepemimpinan Transformasional terhadap Keterikatan Kerja melalui Keadilan Organisasional sebagai Variabel Mediasi. Management Analysis Journal, 5(4), 347–361.
Ranihusna, D. (2013). Efek Rantai Motivasi Pada Kinerja Karyawan. Jurnal Dinamika Manajemen, 1(2), 90–103.
Rawlins, B. R. (2008). Measuring the Relationship Between Organizational Transparency and Trust. Public Relations Journal, 2(2), 1–21.
Rejeki, A. T., & Wulansari, N. (2015). Pengaruh keadilan organisasional pada komitmen dengan kepuasan kerja sebagai variabel mediasi. Management Analysis Journal. 4(4), 319–326.
Saks, A. M. (2019). Antecedents and consequences of employee engagement revisited. Journal of Organizational Effectiveness, 6(1), 19–38.
Schaufeli, W. B., Salanova, M., Bakker, A. B., & Alez-rom, V. G. (2002). The measurement of engagement and burnout: sample confirmatory factor. Handbook of Work Engagement. 71–92.
Stander, F. W., De Beer, L. T., & Stander, M. W. (2015). Authentic leadership as a source of optimism, trust in the organisation and work engagement in the public health care sector. SA Journal of Human Resource Management, 13(1), 1–12.
Sudarma, K. (2012). Encapai Sumber Daya Manusia Unggul (Analisis Kinerja Dan Kualitas Pelayanan). Jurnal Dinamika Manajemen, 3(1), 76–83.
Walumbwa, F. O., Avolio, B. J., Gardner, W. L., Wernsing, T. S., & Peterson, S. J. (2008). Authentic leadership: Development and validation of a theory-based measure. Journal of Management, 34(1), 89–126.
Wan, Q., Zhou, W., Li, Z., & Shang, S. (2018). Associations of Organizational Justice and Job Characteristics with Work Engagement Among Nurses in Hospitals in China. Research in Nursing and Health, 41(6), 555–562.
Wong, C., & Cummings, G. (2009). Authentic leadership: A new theory for nursing or back to basics? Journal of Health, Organisation and Management, 23(5), 522–538.
Wulansari, N. A., Ranihusna, D., Putri, V. W., & Wijayanto, G. (2017). The Effects of Organizational Justice on Organizational Citizenship Behavior Using Perceived Organizational Support as Mediation. Advanced Science Letters, 23(8), 7306-7308.
Yogi Pratiwi, I., & Ardana, I. (2015). Pengaruh Stres Kerja Dan Komitmen Organisasional Terhadap Intention To Quit Karyawan Pada Pt. Bpr Tish Batubulan. Management Analysis Journal, 4(7).
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Affiliations
Siti Melinda Sari
Universitas Negeri Semarang
Desti Ranihusna
Universitas Negeri Semarang
How to Cite
1.
Sari S, Ranihusna D. Build the Positive Work Environment with Work Engagement. MAJ [Internet]. 20Sep.2019 [cited 20Apr.2024];8(3):340-9. Available from: https://journal.unnes.ac.id/sju/maj/article/view/34664
Build the Positive Work Environment with Work Engagement
Vol 8 No 3 (2019): Management Analysis Journal
Submitted: Oct 10, 2019
Published: Sep 20, 2019
Abstract
The purpose of this study is to analyse the effect of organizational justice and authentic leadership on work engagement with organizational trust as a mediating variable. The sample in this study amounted to 154 nurses. The sampling technique uses probability sampling with proportionate random sampling. The data collection method uses a questionnaire that is measured by a Likert scale. The analytical method used is descriptive statistical test and SmartPLS software version 3.0. The results showed that organizational justice and authentic leadership had a positive and significant effect on organizational trust, and had an influence on nurses' work engagement. In addition, the results also show that organizational trust is able to mediate the influence of organizational justice and authentic leadership on work engagement. In other words, the role of organizational trust will further increase the level of work engagement of nurses. This research is expected to be an input for hospitals on the importance of the role of strategies to increase work engagement through organizational justice and the role of leaders.