Testing the Relationship between Employee Engagement and Employee Performance: The Urgency of Self Efficacy and Organizational Justice as Predictors
Abstract
The urgency of employee engagement in creating a new employee spirit aims to create a strong relationship with each employee. This relationship will also make employees focus on the achievement they want to achieve, build solid teamwork, and don’t forget to express gratitude and appreciation for achievements between divisions. Employees will always think positively in doing their jobs and provide great ideas for team development and long-term company goals. This study aims to determine the relationship between employee engagement and employee performance with self-efficacy and organizational justice as predictors.The sample used in this study were workers belonging to the Millennial generation with 190 respondents using a purposive sampling approach to determine the sample. Data collection uses a questionnaire instrument which is then distributed online through social media. A structural equation modeling (SEM) approach using partial least squares (PLS) is used to test elationship between employee engagement and employee performance with self-efficacy and organizational justice as predictors. Based on the results of hypothesis testing, it is concluded that self-efficacy and organizational justice have a significant effect on employee engagement. Then, the next hypothesis test explains that self-efficacy, organizational justice, and employee engagement significantly affect employee performance.
Keywords: Self Efficacy; Organizational Justice; Employee Engagement; Employee Performance
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