The components of work engagement among new employees influence on organizational citizenship behavior
Keywords:
Work Engagement, Organizational Citizenship Behavior, New EmployeesAbstract
This research aims to investigate the components of work engagement among new employees that influence organizational citizenship behavior. In this study, data was collected by distributing questionnaires to a sample group of 370 new employees. Data analysis was conducted using multiple regression statistical analysis. The results indicated that the hypotheses were supported, as the components of work engagement among new employees significantly influenced organizational citizenship behavior at a statistical significance level of 0.001. Notably, the component that had the most significant impact on organizational citizenship behavior was the variable of trust (Beta = 0.395), followed by commitment (Beta = 0.233), goal-setting and objectives (Beta = 0.157), and autonomy in work (Beta = 0.148).
This study demonstrates that all components of work engagement affect organizational citizenship behavior, with the most positive assessment being that trust influences organizational citizenship behavior significantly. For new employees, trust is particularly important as they navigate various challenges in a new work environment. Trust fosters a psychological safety net that empowers them to take initiative and engage in organizational citizenship behavior, as they feel more secure in their roles and supported by the organization and its members. Furthermore, the presence of trust enhances new employees’ work engagement by reducing fear of reprisal for minor mistakes and enabling open communication, both of which contribute to higher levels of job satisfaction and organizational commitment.
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