Improving employee engagement through organizational culture in the travel industry: Perspective from a developing country during Covid-19 pandemic

Figures & data

Table 1. Descriptions of measurement scales

Scales	Descriptions	Sources
Result orientation	Refers to the extent to which the organization values the final work results, and the achievement of the goals of the employees and the organization.	Sarros et al. (2005); Tepeci and Bartlett (2002)
Innovation	Refers to the extent to which the organization promotes and facilitates employees’ innovative ideas and activities, and the level of commitment to implementing innovative and creative activities of the enterprise.	Oriade et al. (2021); Tepeci and Bartlett (2002)
Formality	Refers to the extent to which the organization focuses on strict processes, regulations, and rules in operational activities and service provision	Bradley et al. (2006); Oriade et al. (2021)
Customer orientation	Refers to the extent to which the organization considers customers as the center of their business activities	Atadil and Green (2021); Oriade et al. (2021)
Employee development	Refers to the extent to which the organization is interested in training and developing the career of employees	Oriade et al. (2021); Tepeci and Bartlett (2002)
Team orientation	Refers to the extent to which the organization promotes team spirit and teamwork to solve problems	Oriade et al. (2021); Solís & Solís and Mora-Esquivel (2020); Tepeci and Bartlett (2002)
Social responsability	Refers to the extent to which the organization considers the benefits to society and the environment when conducting business activities	Naqshbandi et al. (2015); Sarros et al. (2005)
Fair compensation	Refers to the extent to which the organization ensures fairness in financial and non-financial compensation for employees	Sarros et al. (2005); Tepeci and Bartlett (2002)
Job engagement	Refers to the extent to which the employee dedicates physical, cognition, and emotion to the performance of his/her job	Albrecht et al. (2018); Saks (2019); Schaufeli et al. (2006)
Organizational engagement	Refers to the extent to which the employee dedicates physical, cognition and emotion to the realization of the organization’s values and goals	Rai and Maheshwari (2021); Saks (2019)

Source: Summary of authors.

Table 2. Descriptions of sample

Gender	Male	37.3%	Education level	High school or the equivalent	12.1%
	Female	62.7%		Associate degree	13.3%
Job position	Front-line employee	54.1%		Bachelor’s degree	61.2%
	Back-office employee	45.9%		Master’s degree or higher	13.3%
Age	Under 25	27.5%	Seniority	Under 3 years	27.8%
	25–34	10.2%		3–5 years	32.0%
	35–44	22.5%		5–10 years	24.3%
	45–55	12.4%		10–15 years	13.3%
	Over 55	7.1%		More than 15 years	2.7%

Source: Authors.

Table 3. Descriptive analysis and measurement analysis

	Mean	SD	CR	AVE	MSV
Result orientation	3.81	0.69	0.82	0.53	0.35	0.73
Innovation	3.73	0.72	0.90	0.53	0.33	0.24	0.72
Formality	2.76	0.84	0.85	0.52	0.32	0.35	0.37	0.72
Customer orientation	3.95	0.84	0.85	0.52	0.37	0.34	0.23	0.32	0.72
Employee development	3.56	0.78	0.84	0.52	0.37	0.39	0.23	0.36	0.61	0.72
Team orientation	3.82	0.74	0.84	0.51	0.35	0.59	0.32	0.38	0.40	0.41	0.71
Social responsability	3.79	0.74	0.85	0.58	0.33	0.36	0.48	0.45	0.26	0.32	0.39	0.76
Fair compensation	3.72	0.79	0.83	0.54	0.34	0.45	0.31	0.51	0.43	0.41	0.47	0.41	0.74
Job engagement	3.66	0.57	0.90	0.52	0.48	0.52	0.56	0.51	0.57	0.56	0.46	0.55	0.51	0.72
Organizational engagement	3.53	0.59	0.90	0.53	0.48	0.41	0.58	0.56	0.44	0.52	0.57	0.58	0.58	0.69	0.73

*Notes: Numbers in bold show the square root of the AVE; Standard deviation (SD); Composite Reliability (CR); Average Variance Extracted (AVE); Maximum Shared Variance (MSV).

Source: Authors.

Table 4. ANOVA test (classification by gender, job position, age, and seniority)

		Job engagement	Organizational engagement			Job engagement	Organizational engagement
Gender	Male	3.52	3.31	Job position	Front-line employee	3.55	3.33
	Female	3.74	3.66		Back-office employee	3.78	3.77
	ANOVA F value (sig.)	11.52 (0.01)	31.62 (0.00)		ANOVA F value (sig.)	14.69 (0.00)	56.44 (0.00)
		Job engagement	Organizational engagement			Job engagement	Organizational engagement
Age	Under 25	3.59	3.33	Seniority	Under 3 years	3.54	3.32
	25–34	3.49	3.38		3–5 years	3.65	3.54
	35–44	3.79	3.77		5–10 years	3.76	3.66
	45–55	3.77	3.72		10–15 years	3.75	3.73
	Over 55	3.98	3.89		More than 15 years	3.64	3.49
	ANOVA F value (sig.)	6.00 (0.00)	12.47 (0.00)		ANOVA F value (sig.)	1.98 (0.09)	5.57 (0.00)

Source: Authors.

Table 5. Model fit summary

Model Fit	Value	Recommend value
Chi-Square/DF	1.235	<3.00
Comparative Fit Index (CFI)	0.962	≥0.90
Root Mean Square Error of Approximation (RMSEA)	0.026	≤0.08
Incremental Fit Index (IFI)	0.963	≥0.90
Tucker-Lewis Index (TLI)	0.960	≥0.90

Sources: Hair et al., 2010 and analysis results of authors

Table 6. Summary of hypothesis tests

Dependent variables	R^2	Independent variables	B	t	P
Job engagement	0.66	Result orientation	0.21	3.33	0.00
		Innovation	0.29	5.62	0.00
		Formality	0.12	2.06	0.04
		Customer orientation	0.25	3.98	0.00
		Employee development	0.18	2.86	0.04
		Team orientation	−0.06	−0.98	0.33
		Social responsibility	0.16	2.79	0.00
		Fair compensation	0.06	0.92	0.36
Organizational engagement	0.68	Result orientation	−0.12	−1.90	0.06
		Innovation	0.20	3.70	0.00
		Formality	0.13	2.26	0.02
		Customer orientation	−0.05	−0.77	0.44
		Employee development	0.16	2.53	0.01
		Team orientation	0.24	3.75	0.00
		Social responsibility	0.13	2.39	0.02
		Fair compensation	0.17	2.87	0.00
		Job engagement	0.25	3.13	0.00

Source: Authors.

Figure 1. Summary of data analysis.

(Source: Authors)

Table 7. Summary of mediation tests

Dependent variable	Mediating variable	Independent variables	Direct effect	Indirect effect	Result
Organizational engagement	Job engagement	Result orientation	−0.12	0.05*	Full mediation
		Innovation	0.20*	0.07*	Partial mediation
		Formality	0.13*	0.02*	Partial mediation
		Customer orientation	−0.05	0.06*	Full mediation
		Employee development	0.16*	0.04*	Partial mediation
		Team orientation	0.24*	−0.02	No mediation
		Social responsibility	0.13*	0.04*	Partial mediation
		Fair compensation	0.17*	0.01	No mediation

Notes: *: significant at 0.05.

Source: Authors.

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