P-ISSN: 2808-5957
E-ISSN: 2808-6724
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THE ROLE OF COMMITMENT IN EMPLOYEE ENGAGEMENT WITH
PERFORMANCE: LITERATURE REVIEW
Titiek Ambarwati
1
, Sopiah
2
Doctoral Program in Management Science, State University of Malang, Indonesia
1,2
Email : titiek.ambarwati.2104139@students.um.ac.id, Sopiah.fe@um.ac.id
ARTICLE INFO
ABSTRACT
Date received : 29 April 2022
Revision date : 17 Mei 2022
Date received : 25 Mei 2022
Commitment is an organizational approach intended to assure
that employees are dedicated to organizational goals and
principles, urged to help the organization succeed, and at the
same time able to increase their own sense of security.
Employee engagement plays a very important role in any
organization because it is connected to the output of
commitment and performance. When a sufficient number of
people care about doing a good job and about the
organization's work, engagement happens. The primary goal
of the research was to present the researchers' opinions about
the connection between employee engagement and
organizational performance along with gaps that allow scope
for future research
.
Keywords: commitment;
employee engagement;
performance.
This work is licensed under CC BY-SA 4.0
INTRODUCTION
Employee Engagement and Commitment
Because employee engagement helps employees to be fully committed and work
beyond what is expected (Mauluddi et al., 2021). Employee engagement has a significant
positive effect on organizational commitment. This study confirms that employee
engagement is positively related to affective and normative commitment, while employee
engagement is not significantly related to continuance commitment (M.Rameshkumar
2016).
Commitment and Performance
These findings provide useful insights and suggestions for management in higher
education institutions to learn to develop organizational commitment among their
employees by adopting effective human resource practices that can ultimately lead to
organizational competitiveness and performance improvement. (Hanaysha, 2016).
The Role Of Commitment In Employee Engagement With Performance: Literature Review
Indonesian Journal of Multidisciplinary Science,
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969
Employee Engagement and Performance
Positive and significant relationship between employee engagement and
performance. that employee engagement is a strong predictor of the performance of
public service organizations because the engaged workforce is happy, motivated and
therefore can improve organizational performance (Tensay & Singh, 2020).
LITERATURE REVIEW
Table 1: Study that defines the Relationship Between Employee Engagement
and Commitment
Author /Year
Independent Variable
Dependent variable
Hanaysha (2016)
Employee
Engagement,Work
Environment and
Organizational learning
Organizational
Commitment
Rameshkumar (2020)
Employee Engagement
Organizational
Commitment
Maniam Kaliannana*,
Samuel Narh Adjovu
(2015)
Employee Engagement
Job Satisfaction
Ikram et al., (2020)
CSR
Performance SMEs
Hendri (2019)
Job Satisfaction and
Commitment
Employee Performance
Ade Muslimat,Hariyanty Ab
Wahid,Heri
Erlangga,Sarwani,Agus
Purwanto,Denok Sunarsi
(2020)
Organization Commitment
Employee
Economic Performance
Environment Performance
Social Performance
Sustainability Firm
Performance
Ngaochai SUNGMALA
Amara VERAWAT (2021)
Employee Engagement
Employee Performance
Table 2: A Study that Defines the Relationship Between Employee
Engagement and Employee Performance through Mediation Effects
Mediation
Variable
Organizational
Commitment
The Role Of Commitment In Employee Engagement With Performance: Literature Review
Indonesian Journal of Multidisciplinary Science,
Vol 1 (11), August 2022
970
Mediation
Variable
Organizational
Commitment
Organizational
Commitment
Religiusitas
Organizational
commitment
Table 3: A Study that Defines the Relationship Between Employee
Engagement and Employee Performance through Moderation Effect
Moderating
Variables
Dimensi Kepuasan
Kerja (Gaji,
Promosi,
Supervisor, Rekan
Kerja, dan Kerja-itu
sendiri)
FUTURE RESEARCH
Further research can be conducted on employee engagement for management in
higher education institutions to learn to develop organizational commitment among their
employees by adopting effective human resource practices which can ultimately lead to
organizational competitiveness and performance improvement (Jalal Hanaysha, 2016).
Employee engagement should not be done once but must be integrated into the company
culture. Employee engagement should be a continuous process of learning, improvement
and action. Thus, today's organizations must actively look forward to meeting employee
expectations and thus, create an impact on employee performance, which directly affects
organizational performance (Madhura Bedakar, Deepika Pandita 2014). Shows that
managers can promote OC and consequently EP by adopting the AL style. In addition,
The Role Of Commitment In Employee Engagement With Performance: Literature Review
Indonesian Journal of Multidisciplinary Science,
Vol 1 (11), August 2022
971
the managerial and theoretical foundation generated by this research can be considered
as a solution to improve EP (Hadian Nasab & Afshari, 2019). Collect data for construction
from the same source, simultaneously. This can result in common method variance risk,
leading to statistical inflation of the relationship. A longitudinal research design may also
be suitable.
Practical implications – By improving the spiritual climate in the workplace, managers
can increase employee commitment, and thus, individual salespeople can improve their
sales performance. It seems that this happens because sales executives react reciprocally
to their respective companies satisfying their spiritual needs (Rahman et al., 2019).
Research limitations/implications – Study findings are important for policy makers,
entrepreneurs and other professionals in the SME sector both in developing countries
and, with further application and exploration, in developing countries (Ikram et al., 2020).
Research limitations/implications – This study used a single source and cross-
sectional data, which may have resulted in general method bias.
Implikasi praktis - Dengan memberikan bukti efek menguntungkan dari CSR yang
dirasakan pada akademisi ' tingkat kepercayaan, komitmen dan perilaku
kewarganegaraan, studi ini memberikan kasus bisnis untuk universitas keterlibatan dalam
CSR. Temuan ini sangat berguna untuk administrator akademik dan manajer yang:
tertarik untuk memelihara sikap dan perilaku positif di antara staf akademik (Ahmad et
al., 2020).
Keterbatasan utama adalah bahwa ini adalah studi cross-sectional, mungkin tidak
digeneralisasikan melalui pendekatan longitudinal. Batas lain yang ditimbulkan oleh
konteks negara berkembang ini studi, mungkin tidak berlaku untuk beberapa negara
maju.
Practical implications - From an HR perspective, managing the pay structure is an
ongoing issue. The proposed model suggests the use of specific practices on satisfaction
and commitment as intermediary measures for managing employee commitment
(Mahmood et al., 2019).
MODEL KONSEPTUAL
Employee
Engagement
Commitment
Performance
The Role Of Commitment In Employee Engagement With Performance: Literature Review
Indonesian Journal of Multidisciplinary Science,
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CONCLUSION
Organizational performance has been well influenced by employee engagement
with their work. An employee who is very attached to his work is a person who pays
attention to the work of the organization and presents some kind of initiative for the
benefit of the organization. The literature review presented in the article clearly shows
the relationship between employee engagement and organizational performance and
proves that there is growing interest from researchers in the subject even today. Based
on the literature shows employee engagement helps employees to be fully committed
and work beyond what is expected. From the literature a conceptual model is developed
and will be continued with empirical research. A review of the literature on the relationship
between job involvement and various categories of performance attests to the increasing
interest of researchers in this subject. To put it in context, 55 of the 116 papers analyzed
have been written in the last 5 years. Overall, the authors have conducted empirical
studies of diverse geographic areas, based on data from various industries such as
financial services, education, or hospitality. There is a particular lack in studies of the
relationship between aspects of engagement and performance outcomes, as well as the
relationship between engagement and performance at the aggregate level (team and
organization).
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