International Journal of Research in Business and Social Science

This study examines the relationship between person-job fit and employee engagement with mediator meaningful work of regional bank employees in Indonesia. A survey questionnaire was administered to employees in bank regions across different departments, with 205 respondents comprising 164 men, 80%, and 41 women, or 20%. Statistical techniques with a partial least square structural equation model (PLS-SEM 3.3.3) will be used to analyze the relationships and test the mediation effect of Meaningful Work on the relationships between Person Job Fit and Work Engagement. The study's findings demonstrated that Job Person Fit, which is the suitability of self-value with each job given, employees understanding the goals to be achieved in their work, and demand-abilities fit, including knowledge, skills, and personalities, were responsible for specific variations in work-related outcomes. Work engagement can be directly impacted by Job-person fit and indirectly by Meaningful work. Understanding these linkages may help employers design jobs and responsibilities that better fit their workforce's skills, preferences, and values, eventually resulting in a happier and more engaged workforce.

The study examines burnout and the factors that influence it, namely job satisfaction and well-being as mediators or intervening. This study used a descriptive quantitative approach to test three hypotheses, a data collection tool using a psychological scale. To collect research data, the authors adopted sources adapted to local culture and developed research instruments using psychological scales with Likert type. For data analysis, use SPSS and SEM-PLS. The research finding is that job satisfaction can directly affect burnout and indirectly, from job satisfaction to well-being (as an intervening variable), then to burnout. The magnitude of direct influence is 0.135, while the magnitude of indirect influence is 0.540. Since the coefficient of an indirect relationship is greater than that of a direct relationship, the actual relationship is indirect. Thus, the role of well-being as a mediator function optimally or fully.

The study examines burnout and the factors that influence it, namely job satisfaction and well-being as mediators or intervening. This study used a descriptive quantitative approach to test three hypotheses, a data collection tool using a psychological scale. To collect research data, the authors adopted sources adapted to local culture and developed research instruments using psychological scales with Likert type. For data analysis, use SPSS and SEM-PLS. The research finding is that job satisfaction can directly affect burnout and indirectly, from job satisfaction to well-being (as an intervening variable), then to burnout. The magnitude of direct influence is 0.135, while the magnitude of indirect influence is 0.540. Since the coefficient of an indirect relationship is greater than that of a direct relationship, the actual relationship is indirect. Thus, the role of well-being as a mediator function optimally or fully.

This study examines the relationship between person-job fit and employee engagement with mediator meaningful work of regional bank employees in Indonesia. A survey questionnaire was administered to employees in bank regions across different departments, with 205 respondents comprising 164 men, 80%, and 41 women, or 20%. Statistical techniques with a partial least square structural equation model (PLS-SEM 3.3.3) will be used to analyze the relationships and test the mediation effect of Meaningful Work on the relationships between Person Job Fit and Work Engagement. The study's findings demonstrated that Job Person Fit, which is the suitability of self-value with each job given, employees understanding the goals to be achieved in their work, and demand-abilities fit, including knowledge, skills, and personalities, were responsible for specific variations in work-related outcomes. Work engagement can be directly impacted by Job-person fit and indirectly by Meaningful work. Understanding these linkages may help employers design jobs and responsibilities that better fit their workforce's skills, preferences, and values, eventually resulting in a happier and more engaged workforce.