Volume 06 Issue 10 October 2023
1Agus Budiman, 2Djamaludin Ancok, 2Intaglia Nursanti, 1A.H. Numan
1Universitas Islam Bandung
2Universitas Guna Darma
DOI : https://doi.org/10.47191/ijsshr/v6-i10-67Google Scholar Download Pdf
ABSTRACT
Bureaucratic reform aims to achieve employee engagement to improve employee performance. The purpose of the research is to test the model and the influence of ethical behavior, conscientiousness, and religiosity on employee engagement, with ethical leadership as the mediator. A quantitative approach was used in this research, with a sample of 400 civil servants from the Ministry of Religious Affairs in West Java selected through convenience sampling. Employee engagement was measured using the UWES, Ethical Behavior was based on the employees' code of ethics at the Ministry of Religious Affairs. Conscientiousness was measured using one dimension of the BFI, Religiosity was measured using the Centrality Religiosity Scale, and Ethical Leadership was measured using the Ethical Leadership Scale. The data was collected through a questionnaire using Google Forms, and the data analysis technique used was SEM. The results of the model testing were not fit, so they cannot be used to draw conclusions about the population. However, all the minor hypotheses were accepted. The higher the exogenous variable, the higher the endogenous variable, both directly and indirectly, with ethical leadership acting as a good mediator. Conscientiousness was found to be the most influential exogenous variable, while ethical behavior was the weakest.
KEYWORDS:job engagement; ethical behavior; conscientiousness; religiosity; ethical leadership
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