Main Article Content
Abstract
Abstract. As the main factor of creative business, creative and innovative employees are indispensable resources to respond to a dynamic business environment complexity nowadays in an adequate manner. Therefore, an entity should be more flexible and punctual during the talent acquirements process, especially in a creative industry like architecture. The realization upon the importance of human capital determines the business unit to concern with precise human capital management practices, employee engagement, and psychological capital as preventive solutions to improve employee performance. However, the study whereby these variables are connected remains insufficient. Accordingly, this study aims to discover: (1) the relation between human capital management practices, psychological capital, employee engagement, and employee performance; and (2) the direct and indirect impacts among the variables with their significance. A questionnaire used for data collection that furtherly analyzed utilizing structural equation modeling by SmartPLS to examine the relationship between the variables. Expected outcomes of this research contribute to people and management topics, notably in human capital management and creative industry literature. For practical contributions, this research provides credible proves of how engagement and psychological capital have an essential role to be implemented in architectural firms.
Keywords: Employee engagement, employee performance, human capital, psychological capital, creative industry
Keywords
employee engagement
employee performance
human capital
psychological capital
creative industry.
Article Details
License
This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License. Copyright @2017. This is an open-access article distributed under the terms of the Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License (http://creativecommons.org/licenses/by-nc-sa/4.0/) which permits unrestricted non-commercial used, distribution and reproduction in any medium
How to Cite
Witasari, J., & Gustomo, A. (2020). Understanding The Effect of Human Capital Management Practices, Psychological Capital, and Employee Engagement To Employee Performances. The Asian Journal of Technology Management (AJTM), 13(1), 1–15. https://doi.org/10.12695/ajtm.2020.13.1.1
References
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Agarwal, U.A. (2014). Linking justice, trust and innovative work behaviour to work engagement. Personnel Review, 43(1), 41-73
Alfes, K., Shantz, A. and Truss, C. (2012). The link between perceived HRM practices, performance and well-being: the moderating effect of trust in the employer. Human Resource Management Journal, 22 (4), 409-427.
Aktar, A., & Pangil, F. (2018). Mediating role of organizational commitment in the relationship between human resource management practices and employee engagement: Does black box stage exist? International Journal of Sociology and Social Policy, 38(7-8), 606-636
Ali, I. (2019). Personality traits, individual innovativeness and satisfaction with life. Journal of Innovation & Knowledge, 4(1), 38–46.
Anitha, J. (2014). Determinants of employee engagement and their impact on employee performance. International journal of productivity and performance management, 63(3), 308–323.
Baard, S. K., Rench, T. A., & Kozlowski, S. W. (2014). Performance adaptation: A theoretical integration and review. Journal of Management, 40(1), 48-99.
Bakker, A. B. (2011). An evidence-based model of work engagement. Current directions in psychological science, 20(4), 265-269.
Carmeli, A., Gelbard, R., & Reiter‐Palmon, R. (2013). Leadership, creative problem‐solving capacity, and creative performance: The importance of knowledge sharing. Human Resource Management, 52(1), 95-121.
Chaurasia, S., & Shukla, A. (2014). Psychological capital, LMX, employee engagement & work role performance. The Indian Journal of Industrial Relations, 50(2), 342-356.
Conway, J. M. (1999). Distinguishing contextual performance from task performance for managerial jobs. Journal of applied Psychology, 84(1), 3-13.
Costantini, A., De Paola, F., Ceschi, A., Sartori, R., Meneghini, A. M., & Di Fabio, A. (2017). Work engagement and psychological capital in the Italian public administration: A new resource-based intervention programme. SA Journal of Industrial Psychology, 43(1), 1-11.
ElMelegy, A. R., Mohiuddin, Q., Boronico, J., & Maasher, A. A. (2016). Fostering creativity in creative environments: An empirical study of Saudi Architectural Firms. Contemporary Management Research, 12(1), 89-120.
Giannopoulou, E., Gryszkiewicz, L., & Barlatier, P. J. (2014). Creativity for service innovation: A practice-based perspective. Managing Service Quality, 24(1), 23–44.
Gill, D. S. (2007). Employee selection and work engagement: do recruitment and selection practices influence work engagement? [Doctoral dissertation, Kansas State University].
Gota, G. (2017). The relationship between psychological capital, work engagement and organizational commitment amongst employees at a selected food processing plant in the Western Cape. [Master thesis, University of the Western Cape].
Griffin, M. A., Neal, A., & Parker, S. K. (2007). A new model of work role performance: Positive behavior in uncertain and interdependent contexts. Academy of Management Journal, 50(2), 327–347.
Guan, X., & Frenkel, S. (2018). How HR practice, work engagement and job crafting influence employee performance. Chinese Management Studies, 12(3), 591-607.
Gupta, V., & Kumar, S. (2012). Impact of performance appraisal justice on employee engagement: a study of Indian professionals. Employee Relations, 35(1), 61–78.
Heye, D. (2006). Creativity and innovation: Two key characteristics of the successful 21st century information professional. Business information review, 23(4), 252-257.
Hodges, T. D. (2010). An experimental study of the impact of psychological capital on performance, engagement, and the contagion effect [Doctoral dissertation, University of Nebraska]
Hurt, H. T., Joseph, K., & Cook, C. D. (2013). Individual Innovativeness (II). Measurement Instrument Database for the Social Science.
Idi, D. B., & Khaidzir, K. A. B. M. (2015). Concept of creativity and innovation in architectural design process. International Journal of Innovation, Management and Technology, 6(1), 16-20.
Janssen, O. (2005). The joint impact of perceived influence and supervisor supportiveness on employee innovative behaviour. Journal of Occupational and Organizational Psychology, 78(4), 573–579.
Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of management Journal, 55(6), 1264-1294.
Juhdi, N., Pa’wan, F., & Hansaram, R. M. K. (2013). HR practices and turnover intention: the mediating roles of organizational commitment and organizational engagement in a selected region in Malaysia. The International Journal of Human Resource Management, 24(15), 3002–3019.
Kadiresan, V., Selamat, M. H., Selladurai, S., Ramendran SPR, C., & Mohamed, R. K. M. H. (2015). Performance appraisal and training and development of human resource management practices (HRM) on organizational commitment and turnover intention. Asian Social Science, 11(24), 162.
Karatepe, O. M. (2013). High-performance work practices and hotel employee performance: The mediation of work engagement. International Journal of Hospitality Management, 32, 132–140.
Karatepe, O. M. (2014). Hope, work engagement, and organizationally valued performance outcomes: an empirical study in the hotel industry. Journal of Hospitality Marketing & Management, 23(6), 678-698.
Kotzé, M. (2018). The influence of psychological capital, self-leadership, and mindfulness on work engagement. South African Journal of Psychology, 48(2), 279–292.
Kurniadewi, E. (2016). Psychological Capital dan Workplace Well-Being Sebagai Prediktor Employee Engagement. Jurnal Psikologi Integratif, 4(2), 95-112.
Luthans, F., Youssef, C. M., & Avolio, B. J. (2007). Psychological capital: Developing the human competitive edge. Oxford: Oxford University Press.
McConnell, J. H. (2001). Auditing your human resources department: a step-by-step guide. Amacom Books.
Nawaz, M. S., Hassan, M., Hassan, S., Shaukat, S., & Asadullah, M. A. (2014). Impact of employee training and empowerment on employee creativity through employee engagement: Empirical evidence from the manufacturing sector of Pakistan. Middle-East Journal of Scientific Research, 19(4), 593-601.
Pradhan, R. K., & Jena, L. K. (2016). Employee performance at workplace: conceptual model and empirical validation. Business Perspectives and Research, 5(1), 69–85.
Putra, C. N. (2017, September 5). Rencana Strategis Badan Ekonomi Kreatif 2015 – 2019 [Strategic Plan for the Creative Economy Agency 2015 - 2019]. Bekraf. Retrieved from https://www.bekraf.go.id/berita/page/17/rencana-strategis-badan-ekonomi-kreatif-2015-2019. [accessed 15 November 2019].
Raharja, R. S. J. (2018). Role of Human Resource Management in the Creative Industries in Bandung, Indonesia. Review of Integrative Business and Economics Research, 7(3), 76–84.
Rana, S., Ardichvili, A., & Tkachenko, O. (2014). A theoretical model of the antecedents and outcomes of employee engagement: Dubin's method. Journal of Workplace Learning, 26(3/4), 249-266.
Sabdarini, I. T.. (2018, November 19). OPUS - Creative Economy Outlook 2019 (Indonesia Version). Bekraf. www.bekraf.go.id/pustaka/page/89-opus-creative-economy-outlook-2019-indonesia-version. [accessed 20 November 2019].
Sabrina, G. (2018). Berbincang Tentang Arsitektur Sebagai Solusi dengan Stephanie Larassati [Talking About Architecture as a Solution with Stephanie Larassati]. Retrieved from www.whiteboardjournal.com.
Salamzadeh, Y., & Mirzadeh, M. S. (2016). How Human Resources Management Strategies Affect Creativity and Innovation? A Study in Iranian Context. International Journal of Research in Engineering and Social Sciences, 6(8), 1-19.
Santhanam, N., T.J., K., Dyaram, L., & Ziegler, H. (2017). Impact of human resource management practices on employee turnover intentions. Journal of Indian Business Research, 9(3), 212–228.
Schaufeli, W. B. & Bakker, A. B. (2010). Defining and measuring work engagement: Bringing clarity to the concept. In A. B. Bakker & M. P. Leiter (Eds.), Work engagement: A handbook of essential theory and research, 12, 10-24. Hove, East Sussex: Psychology Press.
Sekaran, U. (2006). Metodologi Penelitian Untuk Bisnis [Research Methodology for Business]. Jakarta, Salemba Empat.
Sholiha, E. U. N., & Salamah, M. (2015). Structural Equation Modeling-Partial Least Square untuk Pemodelan Derajat Kesehatan Kabupaten/Kota di Jawa Timur (Studi Kasus Data Indeks Pembangunan Kesehatan Masyarakat Jawa Timur 2013) [Structural Equation Modeling-Partial Least Square for Modeling District / City Health Degrees in East Java (Case Study of East Java Public Health Development Index Data 2013)]. Jurnal Sains Dan Seni Its, 4(2), 4–9.
Silva, M. P. da, & Shinyashiki, G. T. (2014). The Human Resource Management Can Reduce Turnover? Journal of Management Research, 6(2), 39-52.
Simons, J. C., & Buitendach, J. H. (2013). Psychological capital, work engagement and organisational commitment amongst call centre employees in South Africa. SA Journal of Industrial Psychology, 39(2), 1-12.
Sinha, V., Abraham, A., Bhaskarna, B., Xavier, K., & Kariat, K. (2014). Role efficacy: Studying the impact on employee engagement, employee motivation and attrition. International Journal of Human Capital and Information Technology Professionals, 5(4), 35–54.
Sugianingrat, I. A. P. W., Widyawati, S. R., da Costa, C. A. D. J., Ximenes, M., Piedade, S. D. R., & Sarmawa, W. G. (2019). The employee engagement and OCB as mediating on employee performance. International Journal of Productivity and Performance Management, 68(2), 319-339.
Sugiyono. (2011). Metode Penelitian Kuantitatif, Kualitatif dan R&D [Quantitative, Qualitative, and R&D Research Methods]. Bandung: Afabeta
Tabaziba, K. R., & Rejoice, K. (2015). Psychological capital and work engagement: An investigation into the mediating effect of mindfulness. [Doctoral dissertation, University of Cape Town]
Tan, C, L., & Nasurdin, A, M. (2011): Human resource management practices and organizational innovation: assessing the mediating role of knowledge management effectiveness, The Electronic Journal of Knowledge Management, 9(2), 155-167.
Tang, G., Yu, B., Cooke, F. L., & Chen, Y. (2017). High-performance work system and employee creativity: The roles of perceived organisational support and devolved management. Personnel Review, 46(7), 1318–1334.
Vinarski-Peretz, H., Binyamin, G., & Carmeli, A. (2011). Subjective relational experiences and employee innovative behaviors in the workplace. Journal of vocational behavior, 78(2), 290-304.
Zeng, L., Proctor, R. W., & Salvendy, G. (2009). Fostering creativity in service development: Facilitating service innovation by the creative cognition approach. Service Science, 1(3), 142-153.
Zhang, X., & Bartol, K. M. (2010). The influence of creative process engagement on employee creative performance and overall job performance: A curvilinear assessment. Journal of Applied Psychology, 95(5), 862–873.
Zulkifli, N., & binti Ali, K. (2017). Accentuating the positive organizational behaviour and work engagement concepts towards job performance quality of public sector staff in Wilayah Persekutuan Putrajaya. Humanities & Social Sciences Reviews, 5(2), 134-140.
References
Agarwal, U.A. (2014). Linking justice, trust and innovative work behaviour to work engagement. Personnel Review, 43(1), 41-73
Alfes, K., Shantz, A. and Truss, C. (2012). The link between perceived HRM practices, performance and well-being: the moderating effect of trust in the employer. Human Resource Management Journal, 22 (4), 409-427.
Aktar, A., & Pangil, F. (2018). Mediating role of organizational commitment in the relationship between human resource management practices and employee engagement: Does black box stage exist? International Journal of Sociology and Social Policy, 38(7-8), 606-636
Ali, I. (2019). Personality traits, individual innovativeness and satisfaction with life. Journal of Innovation & Knowledge, 4(1), 38–46.
Anitha, J. (2014). Determinants of employee engagement and their impact on employee performance. International journal of productivity and performance management, 63(3), 308–323.
Baard, S. K., Rench, T. A., & Kozlowski, S. W. (2014). Performance adaptation: A theoretical integration and review. Journal of Management, 40(1), 48-99.
Bakker, A. B. (2011). An evidence-based model of work engagement. Current directions in psychological science, 20(4), 265-269.
Carmeli, A., Gelbard, R., & Reiter‐Palmon, R. (2013). Leadership, creative problem‐solving capacity, and creative performance: The importance of knowledge sharing. Human Resource Management, 52(1), 95-121.
Chaurasia, S., & Shukla, A. (2014). Psychological capital, LMX, employee engagement & work role performance. The Indian Journal of Industrial Relations, 50(2), 342-356.
Conway, J. M. (1999). Distinguishing contextual performance from task performance for managerial jobs. Journal of applied Psychology, 84(1), 3-13.
Costantini, A., De Paola, F., Ceschi, A., Sartori, R., Meneghini, A. M., & Di Fabio, A. (2017). Work engagement and psychological capital in the Italian public administration: A new resource-based intervention programme. SA Journal of Industrial Psychology, 43(1), 1-11.
ElMelegy, A. R., Mohiuddin, Q., Boronico, J., & Maasher, A. A. (2016). Fostering creativity in creative environments: An empirical study of Saudi Architectural Firms. Contemporary Management Research, 12(1), 89-120.
Giannopoulou, E., Gryszkiewicz, L., & Barlatier, P. J. (2014). Creativity for service innovation: A practice-based perspective. Managing Service Quality, 24(1), 23–44.
Gill, D. S. (2007). Employee selection and work engagement: do recruitment and selection practices influence work engagement? [Doctoral dissertation, Kansas State University].
Gota, G. (2017). The relationship between psychological capital, work engagement and organizational commitment amongst employees at a selected food processing plant in the Western Cape. [Master thesis, University of the Western Cape].
Griffin, M. A., Neal, A., & Parker, S. K. (2007). A new model of work role performance: Positive behavior in uncertain and interdependent contexts. Academy of Management Journal, 50(2), 327–347.
Guan, X., & Frenkel, S. (2018). How HR practice, work engagement and job crafting influence employee performance. Chinese Management Studies, 12(3), 591-607.
Gupta, V., & Kumar, S. (2012). Impact of performance appraisal justice on employee engagement: a study of Indian professionals. Employee Relations, 35(1), 61–78.
Heye, D. (2006). Creativity and innovation: Two key characteristics of the successful 21st century information professional. Business information review, 23(4), 252-257.
Hodges, T. D. (2010). An experimental study of the impact of psychological capital on performance, engagement, and the contagion effect [Doctoral dissertation, University of Nebraska]
Hurt, H. T., Joseph, K., & Cook, C. D. (2013). Individual Innovativeness (II). Measurement Instrument Database for the Social Science.
Idi, D. B., & Khaidzir, K. A. B. M. (2015). Concept of creativity and innovation in architectural design process. International Journal of Innovation, Management and Technology, 6(1), 16-20.
Janssen, O. (2005). The joint impact of perceived influence and supervisor supportiveness on employee innovative behaviour. Journal of Occupational and Organizational Psychology, 78(4), 573–579.
Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of management Journal, 55(6), 1264-1294.
Juhdi, N., Pa’wan, F., & Hansaram, R. M. K. (2013). HR practices and turnover intention: the mediating roles of organizational commitment and organizational engagement in a selected region in Malaysia. The International Journal of Human Resource Management, 24(15), 3002–3019.
Kadiresan, V., Selamat, M. H., Selladurai, S., Ramendran SPR, C., & Mohamed, R. K. M. H. (2015). Performance appraisal and training and development of human resource management practices (HRM) on organizational commitment and turnover intention. Asian Social Science, 11(24), 162.
Karatepe, O. M. (2013). High-performance work practices and hotel employee performance: The mediation of work engagement. International Journal of Hospitality Management, 32, 132–140.
Karatepe, O. M. (2014). Hope, work engagement, and organizationally valued performance outcomes: an empirical study in the hotel industry. Journal of Hospitality Marketing & Management, 23(6), 678-698.
Kotzé, M. (2018). The influence of psychological capital, self-leadership, and mindfulness on work engagement. South African Journal of Psychology, 48(2), 279–292.
Kurniadewi, E. (2016). Psychological Capital dan Workplace Well-Being Sebagai Prediktor Employee Engagement. Jurnal Psikologi Integratif, 4(2), 95-112.
Luthans, F., Youssef, C. M., & Avolio, B. J. (2007). Psychological capital: Developing the human competitive edge. Oxford: Oxford University Press.
McConnell, J. H. (2001). Auditing your human resources department: a step-by-step guide. Amacom Books.
Nawaz, M. S., Hassan, M., Hassan, S., Shaukat, S., & Asadullah, M. A. (2014). Impact of employee training and empowerment on employee creativity through employee engagement: Empirical evidence from the manufacturing sector of Pakistan. Middle-East Journal of Scientific Research, 19(4), 593-601.
Pradhan, R. K., & Jena, L. K. (2016). Employee performance at workplace: conceptual model and empirical validation. Business Perspectives and Research, 5(1), 69–85.
Putra, C. N. (2017, September 5). Rencana Strategis Badan Ekonomi Kreatif 2015 – 2019 [Strategic Plan for the Creative Economy Agency 2015 - 2019]. Bekraf. Retrieved from https://www.bekraf.go.id/berita/page/17/rencana-strategis-badan-ekonomi-kreatif-2015-2019. [accessed 15 November 2019].
Raharja, R. S. J. (2018). Role of Human Resource Management in the Creative Industries in Bandung, Indonesia. Review of Integrative Business and Economics Research, 7(3), 76–84.
Rana, S., Ardichvili, A., & Tkachenko, O. (2014). A theoretical model of the antecedents and outcomes of employee engagement: Dubin's method. Journal of Workplace Learning, 26(3/4), 249-266.
Sabdarini, I. T.. (2018, November 19). OPUS - Creative Economy Outlook 2019 (Indonesia Version). Bekraf. www.bekraf.go.id/pustaka/page/89-opus-creative-economy-outlook-2019-indonesia-version. [accessed 20 November 2019].
Sabrina, G. (2018). Berbincang Tentang Arsitektur Sebagai Solusi dengan Stephanie Larassati [Talking About Architecture as a Solution with Stephanie Larassati]. Retrieved from www.whiteboardjournal.com.
Salamzadeh, Y., & Mirzadeh, M. S. (2016). How Human Resources Management Strategies Affect Creativity and Innovation? A Study in Iranian Context. International Journal of Research in Engineering and Social Sciences, 6(8), 1-19.
Santhanam, N., T.J., K., Dyaram, L., & Ziegler, H. (2017). Impact of human resource management practices on employee turnover intentions. Journal of Indian Business Research, 9(3), 212–228.
Schaufeli, W. B. & Bakker, A. B. (2010). Defining and measuring work engagement: Bringing clarity to the concept. In A. B. Bakker & M. P. Leiter (Eds.), Work engagement: A handbook of essential theory and research, 12, 10-24. Hove, East Sussex: Psychology Press.
Sekaran, U. (2006). Metodologi Penelitian Untuk Bisnis [Research Methodology for Business]. Jakarta, Salemba Empat.
Sholiha, E. U. N., & Salamah, M. (2015). Structural Equation Modeling-Partial Least Square untuk Pemodelan Derajat Kesehatan Kabupaten/Kota di Jawa Timur (Studi Kasus Data Indeks Pembangunan Kesehatan Masyarakat Jawa Timur 2013) [Structural Equation Modeling-Partial Least Square for Modeling District / City Health Degrees in East Java (Case Study of East Java Public Health Development Index Data 2013)]. Jurnal Sains Dan Seni Its, 4(2), 4–9.
Silva, M. P. da, & Shinyashiki, G. T. (2014). The Human Resource Management Can Reduce Turnover? Journal of Management Research, 6(2), 39-52.
Simons, J. C., & Buitendach, J. H. (2013). Psychological capital, work engagement and organisational commitment amongst call centre employees in South Africa. SA Journal of Industrial Psychology, 39(2), 1-12.
Sinha, V., Abraham, A., Bhaskarna, B., Xavier, K., & Kariat, K. (2014). Role efficacy: Studying the impact on employee engagement, employee motivation and attrition. International Journal of Human Capital and Information Technology Professionals, 5(4), 35–54.
Sugianingrat, I. A. P. W., Widyawati, S. R., da Costa, C. A. D. J., Ximenes, M., Piedade, S. D. R., & Sarmawa, W. G. (2019). The employee engagement and OCB as mediating on employee performance. International Journal of Productivity and Performance Management, 68(2), 319-339.
Sugiyono. (2011). Metode Penelitian Kuantitatif, Kualitatif dan R&D [Quantitative, Qualitative, and R&D Research Methods]. Bandung: Afabeta
Tabaziba, K. R., & Rejoice, K. (2015). Psychological capital and work engagement: An investigation into the mediating effect of mindfulness. [Doctoral dissertation, University of Cape Town]
Tan, C, L., & Nasurdin, A, M. (2011): Human resource management practices and organizational innovation: assessing the mediating role of knowledge management effectiveness, The Electronic Journal of Knowledge Management, 9(2), 155-167.
Tang, G., Yu, B., Cooke, F. L., & Chen, Y. (2017). High-performance work system and employee creativity: The roles of perceived organisational support and devolved management. Personnel Review, 46(7), 1318–1334.
Vinarski-Peretz, H., Binyamin, G., & Carmeli, A. (2011). Subjective relational experiences and employee innovative behaviors in the workplace. Journal of vocational behavior, 78(2), 290-304.
Zeng, L., Proctor, R. W., & Salvendy, G. (2009). Fostering creativity in service development: Facilitating service innovation by the creative cognition approach. Service Science, 1(3), 142-153.
Zhang, X., & Bartol, K. M. (2010). The influence of creative process engagement on employee creative performance and overall job performance: A curvilinear assessment. Journal of Applied Psychology, 95(5), 862–873.
Zulkifli, N., & binti Ali, K. (2017). Accentuating the positive organizational behaviour and work engagement concepts towards job performance quality of public sector staff in Wilayah Persekutuan Putrajaya. Humanities & Social Sciences Reviews, 5(2), 134-140.
Alfes, K., Shantz, A. and Truss, C. (2012). The link between perceived HRM practices, performance and well-being: the moderating effect of trust in the employer. Human Resource Management Journal, 22 (4), 409-427.
Aktar, A., & Pangil, F. (2018). Mediating role of organizational commitment in the relationship between human resource management practices and employee engagement: Does black box stage exist? International Journal of Sociology and Social Policy, 38(7-8), 606-636
Ali, I. (2019). Personality traits, individual innovativeness and satisfaction with life. Journal of Innovation & Knowledge, 4(1), 38–46.
Anitha, J. (2014). Determinants of employee engagement and their impact on employee performance. International journal of productivity and performance management, 63(3), 308–323.
Baard, S. K., Rench, T. A., & Kozlowski, S. W. (2014). Performance adaptation: A theoretical integration and review. Journal of Management, 40(1), 48-99.
Bakker, A. B. (2011). An evidence-based model of work engagement. Current directions in psychological science, 20(4), 265-269.
Carmeli, A., Gelbard, R., & Reiter‐Palmon, R. (2013). Leadership, creative problem‐solving capacity, and creative performance: The importance of knowledge sharing. Human Resource Management, 52(1), 95-121.
Chaurasia, S., & Shukla, A. (2014). Psychological capital, LMX, employee engagement & work role performance. The Indian Journal of Industrial Relations, 50(2), 342-356.
Conway, J. M. (1999). Distinguishing contextual performance from task performance for managerial jobs. Journal of applied Psychology, 84(1), 3-13.
Costantini, A., De Paola, F., Ceschi, A., Sartori, R., Meneghini, A. M., & Di Fabio, A. (2017). Work engagement and psychological capital in the Italian public administration: A new resource-based intervention programme. SA Journal of Industrial Psychology, 43(1), 1-11.
ElMelegy, A. R., Mohiuddin, Q., Boronico, J., & Maasher, A. A. (2016). Fostering creativity in creative environments: An empirical study of Saudi Architectural Firms. Contemporary Management Research, 12(1), 89-120.
Giannopoulou, E., Gryszkiewicz, L., & Barlatier, P. J. (2014). Creativity for service innovation: A practice-based perspective. Managing Service Quality, 24(1), 23–44.
Gill, D. S. (2007). Employee selection and work engagement: do recruitment and selection practices influence work engagement? [Doctoral dissertation, Kansas State University].
Gota, G. (2017). The relationship between psychological capital, work engagement and organizational commitment amongst employees at a selected food processing plant in the Western Cape. [Master thesis, University of the Western Cape].
Griffin, M. A., Neal, A., & Parker, S. K. (2007). A new model of work role performance: Positive behavior in uncertain and interdependent contexts. Academy of Management Journal, 50(2), 327–347.
Guan, X., & Frenkel, S. (2018). How HR practice, work engagement and job crafting influence employee performance. Chinese Management Studies, 12(3), 591-607.
Gupta, V., & Kumar, S. (2012). Impact of performance appraisal justice on employee engagement: a study of Indian professionals. Employee Relations, 35(1), 61–78.
Heye, D. (2006). Creativity and innovation: Two key characteristics of the successful 21st century information professional. Business information review, 23(4), 252-257.
Hodges, T. D. (2010). An experimental study of the impact of psychological capital on performance, engagement, and the contagion effect [Doctoral dissertation, University of Nebraska]
Hurt, H. T., Joseph, K., & Cook, C. D. (2013). Individual Innovativeness (II). Measurement Instrument Database for the Social Science.
Idi, D. B., & Khaidzir, K. A. B. M. (2015). Concept of creativity and innovation in architectural design process. International Journal of Innovation, Management and Technology, 6(1), 16-20.
Janssen, O. (2005). The joint impact of perceived influence and supervisor supportiveness on employee innovative behaviour. Journal of Occupational and Organizational Psychology, 78(4), 573–579.
Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of management Journal, 55(6), 1264-1294.
Juhdi, N., Pa’wan, F., & Hansaram, R. M. K. (2013). HR practices and turnover intention: the mediating roles of organizational commitment and organizational engagement in a selected region in Malaysia. The International Journal of Human Resource Management, 24(15), 3002–3019.
Kadiresan, V., Selamat, M. H., Selladurai, S., Ramendran SPR, C., & Mohamed, R. K. M. H. (2015). Performance appraisal and training and development of human resource management practices (HRM) on organizational commitment and turnover intention. Asian Social Science, 11(24), 162.
Karatepe, O. M. (2013). High-performance work practices and hotel employee performance: The mediation of work engagement. International Journal of Hospitality Management, 32, 132–140.
Karatepe, O. M. (2014). Hope, work engagement, and organizationally valued performance outcomes: an empirical study in the hotel industry. Journal of Hospitality Marketing & Management, 23(6), 678-698.
Kotzé, M. (2018). The influence of psychological capital, self-leadership, and mindfulness on work engagement. South African Journal of Psychology, 48(2), 279–292.
Kurniadewi, E. (2016). Psychological Capital dan Workplace Well-Being Sebagai Prediktor Employee Engagement. Jurnal Psikologi Integratif, 4(2), 95-112.
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