The role of work engagement and organizational commitment in improving job performance

Figures & data

Figure 1. Research framework model.

Table 1. Scale & measurement – construct validity

Variables	Scale items	Loading Factors	Construct Reliability	Variance Extract
Organizational Identification (Buil et al., 2019; Carmeli et al., 2006)	Sense of belonging on the organization	0.859	1.409	0.846
	The organization’s values are the same as what I believe in.	0.921
	This organizational problem is also my problem.	0.811
Organizational commitment (Briggs et al., 2012; Bulut & Culha, 2010)	Often conveying the goodness of the organization to others.	0.787	1.616	0.756
	Accept all duties and responsibilities of this organization.	0.714
	Strongly believe that this organization is the best place to work.	0.883
Work Engagement (Buil et al., 2019)	I work full of energy.	0.916	1.317	0.883
	I have a strong dedication to this organization.	0.853
	I am always enthusiastic about doing work in this organization.	0.914
Job performance (Buil et al., 2019; Na-Nan et al., 2018)	Always finishing work on time.	0.917	1.179	0.937
	Always getting the job accomplished correctly.	0.952
	Always completing work to standards.	0.952
Islamic Work Ethic (Ahmed et al., 2019; Ali et al., 2021; Chaudhary et al., 2023)	Work is part of worship.	0.914	1.186	0.934
	Always work honestly.	0.963
	Life is meaningless without work.	0.937

Figure 2. Full structure model testing.

Table 2. Result of hypothesis test for the structural model

	Hypothesis	Standard Estimate	P	C.R.	Hypothesis Test
H1	Organizational Identification →Job Performance	−4.051	.026	−2.227	Rejected
H2	Organizational Identification →Organizational Commitment	.865	***	12.028	Accepted
H3	Organizational Identification →Work Engagement	.936	***	21.235	Accepted
H4	Islamic Work Ethic →Organizational Commitment	.156	.013	2.484	Accepted
H5	Organizational Commitment →Job Performance	4.276	.018	2.368	Accepted
H6	Work Engagement →Job Performance	.628	***	4.014	Accepted

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