The Effect of Organizational Commitment and Employee Engagement on Employee Digital Readiness in Scaffolding Organizations in Greater Jakarta

Yehezkiel Panangian Sitorus; Nidya Dudija

doi:10.18535/ijsrm/v13i07.em09

Abstract

In the Industry 4.0 era, scaffolding organizations in Jabodetabek face technological transformation challenges, necessitating robust digital readiness among employees, driven by organizational commitment and employee engagement. This quantitative study, employing a descriptive and causal approach, analyzes these factors using Structural Equation Modeling (SEM) with Partial Least Squares (PLS) on data from 163 respondents, sampled via the Hair method from an indeterminate population of scaffolding firms. Questionnaires with 49 items assessed the variables, revealing strong employee engagement (81.41%), high organizational commitment (88.24%), and ready digital readiness (78.31%), with both commitment and engagement significantly influencing digital readiness (66.6% variance explained). These findings suggest that leaders should prioritize fostering commitment and engagement to enhance digital transformation readiness, offering practical insights for scaffolding organizations to navigate Industry 4.0 competitiveness.

Keywords

digital readinessorganizational commitmentemployee engagementscaffoldingIndustry 4.0

References

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Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2017). A primer on partial least squares structural equation modeling (PLS-SEM). California: SAGE Publications.Google Scholar ↗
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Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600–619.Google Scholar ↗
Sánchez, M. A., & Zuntini, J. I. (2019). Digital readiness in government: The case of Bahía Blanca municipal government. International Journal of Electronic Governance, 11(2), 155–178.Google Scholar ↗
Schaufeli, W. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66(4), 701–716.Google Scholar ↗
Sievert, H., & Scholz, C. (2017). Engaging employees in (at least partly) disengaged companies: Results of an interview survey within about 500 German corporations on the growing importance of digital engagement via internal social media. Public Relations Review, 43(5), 894–903.Google Scholar ↗
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Winarno, A., Praseti, A. P., Dudija, N., Pratami, C. N., & Liu, R. (2021). THE IMPACT OF PERCEIVED ORGANIZATIONAL SUPPORT ON KNOWLEDGE SHARING: A MEDITATION ANALYSIS THROUGH AN SEM APPROACH. JOURNAL OF EASTERN EUROPEAN AND CENTRAL ASIAN RESEARCH , 579.Google Scholar ↗
Zulkarnain, & Hadiyani, S. (2014). Peranan komitmen organisasi dan employee engagement. Jurnal Psikologi, 17–33.Google Scholar ↗

[refR-1] Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1–18.Google Scholar ↗

[refR-2] Arikunto, S. (2012). Prosedur penelitian suatu pendekatan praktek. Yogyakarta: Rineka Cipta.Google Scholar ↗

[refR-3] Babu, P., & Suneela, M. E. (2023). Exploring the interplay of digital competence, teacher effectiveness, and organizational commitment among secondary school educators. International Journal for Multidisciplinary Research. https://doi.org/gs8ddwGoogle Scholar ↗

[refR-4] Burnett, J. R., & Lisk, T. C. (2019). The future of employee engagement: Real-time monitoring and digital tools for engaging a workforce. International Studies of Management and Organization, 49(1), 108–119.Google Scholar ↗

[refR-5] Dudija, N., Naibaho, S., & Wibowo, S. B. (2024). Enhancing Performance: The Role of Organizational Culture,. Jurnal Psikologi, 141-157.Google Scholar ↗

[refR-6] Dwiyanti, N., & Dudija, N. (2019). The Effect of Rewards on Employee Performance with Employee Engagement as an Intervening Variable in Indonesian Pharmaceutical Companies. Journal of International Conference Proceedings, Vol. 2, No. 3, pp. 191-199.Google Scholar ↗

[refR-7] Famdale, C. H., & Widyadana, I. G. (2023). Aplikasi dan tantangan pengembangan. Dimensi Utama Teknik Sipil, 162–170.Google Scholar ↗

[refR-8] Ghozali, I. (2013). Aplikasi analisis multivariete dengan program IBM SPSS 21. Semarang: Universitas Diponegoro.Google Scholar ↗

[refR-9] Ghozali, I., & Latan, H. (2015). Partial least squares: Konsep, metode dan aplikasi menggunakan program WARPPLS 4.0. Semarang: Universitas Diponegoro.Google Scholar ↗

[refR-10] Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2017). A primer on partial least squares structural equation modeling (PLS-SEM). California: SAGE Publications.Google Scholar ↗

[refR-11] Hussey, D. (2000). Strategy and planning: A manager’s guide. New York: Wiley.Google Scholar ↗

[refR-12] Hutami, K. P., & Pasaribu, R. D. (2022). Technology readiness & acceptance model and digital transformation strategy of Ciparay traditional market village, Bandung. Bandung: Routledge.Google Scholar ↗

[refR-13] Julita, S., & Wan Rafaei. (2010). Relationship of organizational commitment, locus of control. Psycho Behavioral Science and Quality of Life: The 6th International Postgraduate Research Colloquium, 166–183.Google Scholar ↗

[refR-14] Kristanti, F. T., Prasetio, A. P., Indiyati, D., &Madiawati, P. N. (2021). Turnover Intention Among Lecturers in Private Higher Education: The Direct Impact Of Financial Rewards And Mediation Of Job Satisfaction And Effective Organizational Commitment. JurnalAplikasiManajemen, 19(2), 282-295.Google Scholar ↗

[refR-15] Kurniawati, & Chalimah. (2024). Pengaruh dukungan organisasi dan digital competence terhadap pelaksanaan rekam medis elektronik dengan komitmen organisasi sebagai mediasi. Jurnal GeoEkonomi, 118–128.Google Scholar ↗

[refR-16] Mangundjaya, W. L. (2012). Are organizational commitment and employee engagement important in achieving individual readiness for change? HUMANITAS: Indonesian Psychological Journal, 186–191.Google Scholar ↗

[refR-17] Nasution, R. A., Rusnandi, L. S., Qodariah, E., & Windasari, N. A. (2018). Digital readiness and acceptance of mobile advertising. Australasian Marketing Journal, 26(2), 94–117.Google Scholar ↗

[refR-18] Oktavia, D., Zakhirah, N. A., Defana, M. A., & Noviyanti, I. (2023). Beradaptasi dengan perubahan pasar dalam strategi bersaing yang fleksibel dan dinamis. Jurnal Manajemen Sosial Ekonomi (DINAMIKA), 24–29.Google Scholar ↗

[refR-19] Rafiah, W., Widianto, Kamal, Shofiana, Fajar, & Rudini. (2022). Digital readiness of SMEs: An insight from Indonesia. AFEBI Management and Business Review, 7(1), 12–25.Google Scholar ↗

[refR-20] Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600–619.Google Scholar ↗

[refR-21] Sánchez, M. A., & Zuntini, J. I. (2019). Digital readiness in government: The case of Bahía Blanca municipal government. International Journal of Electronic Governance, 11(2), 155–178.Google Scholar ↗

[refR-22] Schaufeli, W. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66(4), 701–716.Google Scholar ↗

[refR-23] Sievert, H., & Scholz, C. (2017). Engaging employees in (at least partly) disengaged companies: Results of an interview survey within about 500 German corporations on the growing importance of digital engagement via internal social media. Public Relations Review, 43(5), 894–903.Google Scholar ↗

[refR-24] Sugiyono. (2019). Metode penelitian pendidikan: Pendekatan kuantitatif, kualitatif, dan R&D. Bandung: Alfabeta.Google Scholar ↗

[refR-25] Winarno, A., Praseti, A. P., Dudija, N., Pratami, C. N., & Liu, R. (2021). THE IMPACT OF PERCEIVED ORGANIZATIONAL SUPPORT ON KNOWLEDGE SHARING: A MEDITATION ANALYSIS THROUGH AN SEM APPROACH. JOURNAL OF EASTERN EUROPEAN AND CENTRAL ASIAN RESEARCH , 579.Google Scholar ↗

[refR-26] Zulkarnain, & Hadiyani, S. (2014). Peranan komitmen organisasi dan employee engagement. Jurnal Psikologi, 17–33.Google Scholar ↗