Acceso usuarios
Work engagement is a problem that challenges human resource managers because of the world general decline in employee engagement. In Indonesia alone 77% of employees do not have a work engagement; even 15% of them actively carry out job disengagement, which is certainly detrimental to the company due to decreased employees’ productivity. Therefore, this study also wants to examine the moderating effect of workload and self-efficacy on the influence of the work environment on work engagement of hotel employees in Malang. The results showed that the work environment had a significant positive effect on work engagement. From the results of the MRA, only workload which significantly moderates the influence of the work environment on work engagement. While the self-efficacy, only acts as a predictor moderation, which means it is more appropriate as a predictor of work engagement than a moderating variable. From the results of this study, it is advisable for subsequent researchers to further examine individual factors (such as self-efficacy, self-esteem, optimism) as an independent variable/predictor of work engagement, especially for work contexts that involve human service providers. Furthermore, JD-R framework is also suggested to use in examining work engagement.
