RELATIONSHIP BETWEEN GOAL SETTING, ORGANIZATIONAL JUSTICE, JOB CONTROL, JOB SELF-EFFICACY AND SELF-REGULATION WITH JOB ENGAGEMENT IN EMPLOYEES OF AN INDUSTRIAL ORGANIZATION

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SAEI ELHAM; NAAMI ABDOLZAHRA; NEISSI ABDOLKAZEM

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Journal: PSYCHOLOGICAL RESEARCH Year:2014 | Volume:17 | Issue:1 Page(s): 67-85

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Title

RELATIONSHIP BETWEEN GOAL SETTING, ORGANIZATIONAL JUSTICE, JOB CONTROL, JOB SELF-EFFICACY AND SELF-REGULATION WITH JOB ENGAGEMENT IN EMPLOYEES OF AN INDUSTRIAL ORGANIZATION

Author(s)

SAEI ELHAM | NAAMI ABDOLZAHRA | NEISSI ABDOLKAZEM | Issue Writer Certificate

Keywords

GOAL-SETTINGQ3

ORGANIZATIONAL JUSTICEQ2

JOB CONTROLQ2

JOB SELF-EFFICACYQ2

SELF -REGULATIONQ2

JOB ENGAGEMENTQ2

Abstract

Motivation plans have received considerable attention in the organizational literature and have been used to predict a variety of important individual and organizational outcomes such as job satisfaction, job involvement, organizational citizenship behavior, psychological empowerment, job performance, and JOB ENGAGEMENT. The aim of this study was to investigate the relationships between job motivations with JOB ENGAGEMENT. In a Cross-sectional correlative study, a sample of 315 employees was selected through stratified random sampling from a great industrial organization’s whole staff. The validities of all the questionnaires used were confirmed by confirmatory factor analyses and the reliabilities of the questionnaires were con-firmed measuring the Cronbach’s Alpha. Data were analyzed using Pearson correlation coefficient and stepwise regression analysis. The results indicated that there is significant and positive correlation between all antecedent variables except JOB SELF-EFFICACY with JOB ENGAGEMENT and also between JOB CONTROLs with absorbtion. In addition, the results of regression analyses showed that self-regulation, ORGANIZATIONAL JUSTICE, and JOB CONTROL had the most important role in predicting JOB ENGAGEMENT, vigorance, and dedication, but only self-regulation had the most important role in predicting absorbtion. This study describes a process that motivating employees through job motivation in work environments can predict their JOB ENGAGEMENT.

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APA: Copy

SAEI, ELHAM, NAAMI, ABDOLZAHRA, & NEISSI, ABDOLKAZEM. (2014). RELATIONSHIP BETWEEN GOAL SETTING, ORGANIZATIONAL JUSTICE, JOB CONTROL, JOB SELF-EFFICACY AND SELF-REGULATION WITH JOB ENGAGEMENT IN EMPLOYEES OF AN INDUSTRIAL ORGANIZATION. PSYCHOLOGICAL RESEARCH, 17(1), 67-85. SID. https://sid.ir/paper/66318/en

Vancouver: Copy

SAEI ELHAM, NAAMI ABDOLZAHRA, NEISSI ABDOLKAZEM. RELATIONSHIP BETWEEN GOAL SETTING, ORGANIZATIONAL JUSTICE, JOB CONTROL, JOB SELF-EFFICACY AND SELF-REGULATION WITH JOB ENGAGEMENT IN EMPLOYEES OF AN INDUSTRIAL ORGANIZATION. PSYCHOLOGICAL RESEARCH[Internet]. 2014;17(1):67-85. Available from: https://sid.ir/paper/66318/en

IEEE: Copy

ELHAM SAEI, ABDOLZAHRA NAAMI, and ABDOLKAZEM NEISSI, “RELATIONSHIP BETWEEN GOAL SETTING, ORGANIZATIONAL JUSTICE, JOB CONTROL, JOB SELF-EFFICACY AND SELF-REGULATION WITH JOB ENGAGEMENT IN EMPLOYEES OF AN INDUSTRIAL ORGANIZATION,” PSYCHOLOGICAL RESEARCH, vol. 17, no. 1, pp. 67–85, 2014, [Online]. Available: https://sid.ir/paper/66318/en

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