Peran Mediasi Employee Engagement dalam Meningkatkan Pengaruh Effort-Reward Imbalance dan Kepatuhan Kerja terhadap OCB pada Tenaga Keperawatan
DOI:
https://doi.org/10.37481/jmh.v6i3.2339Keywords:
Effort Reward Imbalance, Work Compliance, Organizational Ctizenship Behavior, Employe EngagementAbstract
Nursing staff are a key component of hospital services and play an important role in maintaining service quality and patient safety. However, high work demands that are not balanced with adequate rewards can lead to effort–reward imbalance, which may reduce employee engagement and organizational citizenship behavior (OCB). In addition, the level of work compliance is an important factor in supporting positive work behavior in the hospital environment. This study aims to analyze the effect of effort–reward imbalance and work compliance on OCB with employee engagement as an intervening variable among nursing staff at Sukabumi Class C Hospital. This study employed a quantitative design with a survey approach. The study population consisted of nursing staff at Sukabumi Class C Hospital, and the sampling technique used was the census method. Data were collected through structured questionnaires. Data analysis was conducted using Structural Equation Modeling–Partial Least Square (SEM-PLS). The results showed that effort–reward imbalance and work compliance had a significant effect on employee engagement and organizational citizenship behavior. In addition, employee engagement was found to have a positive effect on OCB and was able to mediate the relationship between effort–reward imbalance and work compliance with OCB.Conclusion. The balance between effort and rewards, as well as a good level of work compliance, can enhance employee engagement, which in turn encourages the emergence of OCB among nursing staff. Hospital management should improve the reward system, strengthen the culture of work compliance, and create a work environment that supports nurse engagement in order to enhance OCB and improve the quality of hospital services.
References
Azim, M. T., Uddin, M. A., & Haque, M. M. (2021). Does compliance to standards in the ready‐made garments industry affect employee attitudes? A study in Bangladesh. Global Business and Organizational Excellence, 40(2), 43–58.
Bandara, I., & Rebecca, E. (2025). Impact of Workplace Spirituality on Organizational Citizenship Behaviour Among Nurses: The Mediating Role of Employee Engagement in a Selected Hospital.
Bougie, R., & Sekaran, U. (2025). Research Methods for Business, with eBook Access Code: A Skill Building Approach. john wiley & sons.
Hair, J. F., Babin, B. J., Black, W. C., & Anderson, R. E. (2022). Multivariate Data Analysis. Cengage. https://books.google.co.id/books?id=0R9ZswEACAAJ
Huang, M., Liu, P., Guo, T., & Ye, J. (2026). Linking effort-reward imbalance to work engagement: Job crafting as a mediator and overcommitment as a moderator among rural teachers. Acta Psychologica, 267, 107070.
Jin, M., Zhang, Y., Wang, F., Huang, J., Feng, F., Gong, S., Wang, F., Zeng, L., Yuan, Z., & Wang, J. (2022). A cross sectional study of the impact of psychological capital on organisational citizenship behaviour among nurses: mediating effect of work engagement. Journal of Nursing Management, 30(5), 1263–1272.
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692–724.
Li, M., Zhou, J., Zhang, H., Diao, D., Lei, J., & Ma, L. (2025). The association between effort-reward imbalance and job burnout among emergency nurses: the moderating effect of over-commitment. Frontiers in Public Health, 13, 1707511.
Li, Z., Luo, Z., Tan, Y., Chang, Y., & Ma, X. (2026). The relationship between effort-reward imbalance and presenteeism among nurses: a cross-sectional study from China. Frontiers in Public Health, 14, 1764086.
Mennita, R., Astuti, W., & Assih, P. (2024). Beyond Compliance: The Role of Corporate Governance, Workplace Spirituality and Job Satisfaction in Enhancing Organizational Citizenship Among East Javanese Lecturers. The International Journal of Accounting and Business Society, 32(3), 257–269.
Organ, D. W. (1988). Organizational citizenship behavior: The good soldier syndrome. Lexington books/DC heath and com.
Prasetyo, A. (2022). The Mediation Role of OCB on the Effect of the Big Five Personality on Nurse Performance. Jurnal Manajemen Dan Organisasi, 13(3), 292–300.
Reizer, A., & Siegrist, J. (2022). Effort–reward imbalance and employee performance with the moderating roles of overcommitment and humor. International Journal of Stress Management, 29(2), 205.
Rink, L. C., Oyesanya, T. O., Adair, K. C., Humphreys, J. C., Silva, S. G., & Sexton, J. B. (2023). Stressors among healthcare workers: a summative content analysis. Global Qualitative Nursing Research, 10, 23333936231161130.
Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600–619.
Saks, A. M. (2019). Antecedents and consequences of employee engagement revisited. Journal of Organizational Effectiveness: People and Performance, 6(1), 19–38.
Siegrist, J. (1996). Adverse health effects of high-effort/low-reward conditions. Journal of Occupational Health Psychology, 1(1), 27–41.
Siegrist, J. (2012). Effort-reward imbalance at work: Theory, measurement and evidence. Department of Medical Sociology, University Düsseldorf, Düsseldorf, 19.
Siegrist, J. (2017). The effort–reward imbalance model. The Handbook of Stress and Health: A Guide to Research and Practice, 24–35.
Skinner, B. F. (1967). Science and human behavior. Free Press.
Tsai, M.-S., & TSAI, M.-C. (2017). The influence of loyalty, participation and obedience on organizational citizenship behavior. International Journal of Business and Economic Affairs, 2(1).
Tyler, T. R. (1997). Procedural fairness and compliance with the law. Revue Suisse D Economie Politique et de Statistique, 133, 219–240.
Wang, X., Liu, L., Zou, F., Hao, J., & Wu, H. (2017). Associations of occupational stressors, perceived organizational support, and psychological capital with work engagement among Chinese female nurses. BioMed Research International, 2017, Article 5284628.
