June 1, 2024

Linking job characteristics and job satisfaction, organizational citizenship behavior: the mediating role of organization engagement

Puntos clave

Organizational engagement positively influences both job satisfaction and organizational citizenship behavior, and it mediates the impact of skill variety, task significance, and job autonomy.
Key metrics show that skill variety, task significance, and job autonomy significantly enhance organizational engagement, but task identity and job feedback do not.
Assessment using the PLS-SEM analysis method revealed strong relationships among job characteristics, engagement, and satisfaction across 574 Vietnamese respondents at various businesses. Implications indicate that improvements in job design could lead to enhanced employee engagement and performance, benefiting organizations in competitive markets.

Resumen

The study aims to assess the impact of job characteristics on job satisfaction and organizational citizenship behavior through organization engagement. The study employed a survey questionnaire with 574 respondents from Vietnamese businesses, and the analysis method used was PLS-SEM via SMART PLS 4.0. The results indicate that skill variety, task significance, and job autonomy positively influence organizational engagement, thereby positively affecting job satisfaction and organizational citizenship behavior. Task identity and job feedback do not statistically affect organizational engagement. Additionally, organization engagement mediates between skill variety, task significance, job autonomy, and the two outcomes: job satisfaction and organizational citizenship behavior; simultaneously, organization engagement does not statistically mediate the relationships between task identity, job feedback, and desired outcomes. These findings propose practical implications for Vietnamese businesses.

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