| Abstract: | Employee engagement has become a worldwide popular construct nowadays. Both practitioners and academicians put more and more attention in order to get better understanding about this new approach in industrial and organizational psychology area. When many previous research focus primary on someone engagement in their job, current research confirms that engagement also can happen toward organization. This study was tried to examine that job engagement could be more related with job satisfaction while organizational engagement will be more related with organizational commitment.Result from Pearson coefficient correlation, beta test, and regression analysis showed that job engagement had higher correlation value with job satisfaction (r = .707, p < .01) than with organizational commitment (r = .654, p < .01) and even though they share almost the same predictor power and beta weight value to each other, job engagement still had better value (?R2 = .500, β = .416, p < .001) than organizational engagement (?R2 = .495, β = .401, p < .001) to predict job satisfaction. In another side, organizational engagement was significantly more related with organizational commitment (r = .876, p < .01) than with job satisfaction (r = .703, p < .01) and play role as more important predictor to predict organizational commitment (?R2 = .768, β = .849, p < .001) than job engagement (?R2 = .427, β = .038, p = .179). This result suggested that organizational engagement is an important and different variable with job engagement due the different role and applicability toward consequences in organizational outcomes. Other interesting findings, implications both in theory and practice, as well as the suggestion for further research were also discussed. |
