A theoretical understanding of the

A theoretical understanding of the employee engagement is done in a study by Luthans et al., (2002). The study has a sample population of 170 managers whose psychological state of self-efficacy is evaluated in order to see if they have an impact on the relationship between their employees’ measured engagement and a multiple measure of the managers’ effectiveness. The results of the study show that the self efficacy does play a mediating role in the relationship between managers rated effectiveness and an employee’s engagement. Therefore there is ample evidence that show there exists a strong relationship between self efficacy of managers and employee’s engagement and this relationship plays a vital role in a manger’s effectiveness. Implications for effective management development and practice are discussed.

The study by Day& Allen (2004) analysed the impacts of motivation and self-efficacy in improving the work related performance of the employees. The link between career mentoring and successful performance is found to be extremely mediated through career motivation whereas this link is only slightly moderated through career self efficacy. This is the first study that illustrates the inter-link among mentoring, career self-efficacy, career motivation and indicators of career success.

The aim of the study by Tai (2006) identified the impact of training framing on the motivation and self efficacy of employees. The findings indicate that supervisor training was found to impact employee self efficacy and motivation and ultimately affected their reaction, learning and transfer motivation. Objective measures were a part of the study design along with longitudinal self reports. Relevant information was collected from a team of employees (126) who were attending a training program meant for introduction of computer software operation and design. During the course of the training program, the attendees were asked to take the survey and answer questions at different points like the beginning of the program, middle of the program and the end of the program. The trainees learning performances were obtained after the final session of the training program. The analysis of the results indicated that the training framing had a significant positive impact on the employees training motivation and training self efficacy. This study did not take into account some contextual determinants including post training accountability and organizational climate which is a limitation which needs to be acknowledged.

Hasil (Bahasa Indonesia) 2:

Pemahaman teoritis dari keterlibatan karyawan dilakukan dalam studi oleh Luthans et al., (2002). Studi ini memiliki populasi sampel dari 170 manajer yang keadaan self-efficacy psikologis dievaluasi untuk melihat apakah mereka memiliki dampak pada hubungan antara 'keterlibatan terukur dan ukuran kelipatan dari manajer karyawan mereka efektivitas. Hasil penelitian menunjukkan bahwa self efficacy tidak memainkan peran mediasi dalam hubungan antara manajer dinilai efektivitas dan keterlibatan karyawan. Oleh karena itu ada banyak bukti yang menunjukkan terdapat hubungan yang kuat antara efikasi diri dari manajer dan keterlibatan karyawan dan hubungan ini memainkan peran penting dalam efektivitas palungan itu. Implikasi untuk pengembangan manajemen yang efektif dan praktek yang dibahas. Penelitian oleh Day & Allen (2004) menganalisis dampak dari motivasi dan self-efficacy dalam meningkatkan kinerja terkait kerja karyawan. Hubungan antara mentoring karir dan kinerja yang sukses ditemukan akan sangat dimediasi melalui motivasi karir sedangkan link ini hanya sedikit dimoderasi melalui efficacy karir diri. Ini adalah studi pertama yang menggambarkan antar-link antara mentoring, karir self-efficacy, motivasi karir dan indikator keberhasilan karir. Tujuan dari penelitian oleh Tai (2006) mengidentifikasi dampak pelatihan framing pada khasiat motivasi dan diri karyawan. Temuan menunjukkan bahwa pelatihan pengawas ditemukan berdampak self efficacy karyawan dan motivasi dan akhirnya mempengaruhi reaksi mereka, belajar dan transfer motivasi. Ukuran objektif adalah bagian dari rancangan penelitian bersama dengan laporan diri longitudinal. Informasi yang relevan dikumpulkan dari tim karyawan (126) yang sedang menghadiri program pelatihan dimaksudkan untuk pengenalan operasi perangkat lunak komputer dan desain. Selama program pelatihan, para peserta diminta untuk mengambil survei dan menjawab pertanyaan-pertanyaan di berbagai titik seperti awal program, tengah program dan akhir program. Trainee pertunjukan belajar diperoleh setelah sesi akhir dari program pelatihan. Analisis hasil menunjukkan bahwa framing pelatihan memiliki dampak positif yang signifikan pada efikasi diri motivasi pelatihan karyawan dan pelatihan. Penelitian ini tidak memperhitungkan beberapa faktor penentu kontekstual termasuk akuntabilitas pasca pelatihan dan iklim organisasi yang merupakan pembatasan yang perlu diakui.