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THE EFFECT OF PSYCHOLOGICAL CAPITAL ON PERFORMANCE THROUGH THE ROLE OF CAREER ENGAGEMENT: EVIDENCE FROM INDONESIAN PUBLIC ORGANISATIONS
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THE EFFECT OF PSYCHOLOGICAL CAPITAL ON PERFORMANCE THROUGH THE ROLE OF CAREER
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211989789 (Cogent Social Sciences) A revise decision has been made on your submission
THE EFFECT OF PSYCHOLOGICAL CAPITAL ON PERFORMANCE THROUGH THE ROLE OF CAREER ENGAGEMENT: EVIDENCE FROM INDONESIAN PUBLIC ORGANIZATIONS
- Sound with minor or moderate revisions References – overall evaluation
- Sound
- Sound with minor or moderate revisions Supplemental Information and Data – overall evaluation
- I am still not convinced with the explanation why some moderating effect are not plausible within the context of this research. I would suggest you need to
- The conceptual model/hypotheses section requires a clear description and
- I did not find any justification of recruiting participants from different public organizations. You need to justify because different public organization
- The study needs to run a separate set of analysis to present variation by organization. Otherwise, the results are not generalizable as organizational
- I appreciate that the study took some precautionary measures to deal with
- Sound
- I am ok with the review from the authors
Objective/hypothesis - overall assessment Reviewer 1: Unsubstantiated or significantly lacking Figures and tables - overall assessment Reviewer 1: Adequate. Results/Data Analysis - Overall Review Reviewer 1: Unsubstantiated or substantially lacking Interpretation/Discussion - Overall Review Reviewer 1: Adequate with minor or moderate revisions Conclusions - Overall Review. I suggest that you need to introduce existing theories that explain some of the critical factors that affect performance.
Thus, you need to explain more about how the JDR model fits into yours. argument as 'JD' and 'R' of the model are very likely to affect the psychological state of employees. Please consider some of the essential comments and suggestions provided by a reviewer in your review. If you are unaware of the submission and would like to learn more, please contact [email protected].
Fwd: 211989789 (Cogent Social Sciences) Your submission has been accepted
Sound with minor or moderate revisions References – overall evaluation
Sound with minor or moderate revisions Supplemental Information and Data – overall evaluation
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FILE REVISI
1 THE ROLE OF CAREER ENGAGEMENT: EVIDENCE FROM INDONESIAN
PsyCap provides employees with psychological resources (eg, self-efficacy) that are fruitful for their career engagement and performance. This study is among a few studies that focus on examining career commitment in public organizations. Following the principles and theory of work engagement, we examine how career engagement facilitates the effect of employees' psychological resources (i.e., PsyCap) on performance (i.e., task and contextual performance).
After conducting the SEM technique, we found that PsyCap positively improved career commitment and the improvement of career commitment also increases employee performance. Employees in public service organizations should carefully evaluate their career-related activities and how their psychological states, such as self-efficacy, favor their career engagement. The career engagement concept is a new type of engagement in the workplace, and it still needs further investigation.
3 Employees in any organizations play crucial roles in many aspects of organizations
4 the effect of PsyCap on performance will also enlighten our understanding of the positive
PsyCap positively contributes to employees’ performance
7 employees’ Work Engagementwork engagement. In the Work Engagementwork engagement
Career engagement positively contributes to employees’ performance
8 Please refer to the following figure 1 for the study hypothetical model
9 Participants were recruited using from one of the top university alumni networks in
In this study, two dimensions of IPS (i.e., task and contextual performance) were applied to measure employees' expected behavior in performing their jobs. In addition to all measures, this study also randomly included three attention check questions (e.g., if you are reading this question, please select “strongly agree”!) to identify. Participants who did not respond correctly to the attention control questions were excluded from this study.
Once the participants clicked on the study information link, they were required to read the informed consent form and information form and submit their consent to participate in this study. This study used a three-wave data collection technique to reduce common method biases (MacKenzie & Podsakoff, 2012). Participants Those who agreed to participate received a link to complete the first phase of the survey.
11 responses were not used in the data analysis. A week after the last phase of data collection, all
12 directly impact employees’ performance or indirectly through the role of career engagement
Career engagement also had a direct effect on predicted performance (0.26, p < 0.001) and the effect of PsyCap on performance was mediated by career engagement (0.19, p < 0.001). Briefly, PsyCap could directly influence career engagement and performance, and the indirect effect of PsyCap on performance was partially mediated by career engagement. Results indicated that none of these demographic variables significantly moderated the indirect effect of PsyCap on performance through career engagement.
This study aims to investigate the direct and indirect effect of PsyCap on performance and to investigate the mediating role of career involvement in Indonesian public. Overall, the hypothesized model was confirmed, suggesting that occupational engagement mediated the effect of PsyCap on performance. Using the JDR model (Bakker & Demerouti, 2007; Schaufeli & Bakker, 2004), this study demonstrated the effect of PsyCap on career engagement and performance, and the effect of career engagement on performance.
14 employees behave in public organisationorganizations and subsequently impact their
15 organizations was a challenging task for many researchers. Ideally, each job has its objective
16 careers
17 performance or indirectly via career engagement. self-development activities are highly
The impact of psychological capital and authentic leadership on work engagement and work-related emotional well-being. A resource perspective on abusive supervision and extra-role behavior: The role of subordinates' psychological capital. Testing a dynamic model of the influence of psychological capital on work engagement and job performance.
Impact of service climate and psychological capital on employee engagement: The role of organizational hierarchy. The impact of psychological capital on job embeddedness and job performance among nurses: a structural equation. The effect of authentic leadership and psychological capital on work engagement: the mediating role of job satisfaction.
1 Ref: COGENTSOCSCI-2021-0302
THE EFFECT OF PSYCHOLOGICAL CAPITAL ON PERFORMANCE THROUGH THE ROLE OF CAREER ENGAGEMENT: EVIDENCE FROM INDONESIAN PUBLIC
Comments from reviewer 1
The article seeks to investigate psychological capital of public organization employees in Indonesia. I highly appreciate the researchers for blending psychological and
2 issue in the data due to the common source. The authors should clarify 7) what ethical
Responses to reviewer 1
We have provided some alternative explanations to our mediation model after the last hypothesis. In this study, we focused on investigating the mediating role of career
The reason why career engagement could not serve as both mediator and moderator because the nature of the JDR model we used in this study. The model employed a
We have added and revised our definition of the focal variables as suggested
We have explained why we recruit participants from public organizations. For the record, our study aims to provide evidence from Indonesian public organizations
We also have added more information regarding the survey tool we deployed during the data collection
We agreed that no methods that could eliminate CMB in a study completely. However, we actually had attempted to reduce the biases by implementing some a priory technique
We have explained about the procedure to protect participants’ privacy, in the method section
We have made major changes to our draft, and hopefully the revised discussion section including implication have reflected the contribution of this study to public administration
3 Comments from reviewer 2
Responses to reviewer 2,
We admitted that our introduction section did not fully explain the public service
We agreed that measuring performance is somehow challenging for researchers in this area. For your information, we did not only consider different performance measures and
Lastly, we have revised our background and added more information related to public organizations in Indonesia and why this study is important
4 Comments from reviewer 3
The theoretical framework should explain the indicators of each variable clearly, and how are these indicators used to describe public organizations in Indonesia? Furthermore, the
We should guarantee the purity of the questionnaire model after it has been translated into Bahasa. Are there any adjustments to the questions in the questionnaire to the research
Why do you ignore the theoretical model that the context of public organizations in Indonesia is different in schools, universities, hospitals, and others? Is the context of public
Please explain SEM in research methods if you use it in data analysis
The theoretical model also does not consider who the participants in the study are if they look at work type categories, whether clerical or professional. Are there any differences
Responses to reviewer 3
We have explained each focal variable in this study including its dimensions, and how they were related in the public organisation context. We probably could bring more
In this study we adopted the measures from their original English version to maintain the purity of the measures. Prior using the measures, we have testing the construct validity
We added a new sub-heading in method section to explain our data analysis
5 Nevertheless, we acknowledged this issue and encouraged researchers to investigate other
ACCEPTED
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