Influence Model of Job Demand and Job Resources Through Work Engagment on Organizational Commitment of Nurses in Hospital

Background: Organizational commitment is a behavior that can be used to measure individual strengths within the organization and their alignment with the organization, so it is very important to know the factors that can affect organizational commitment. Objective: This study aims to look at the direct and indirect effects of job demand and job resources on organizational commitment through the work engagement of nurses at Stella Maris Hospital Makassar. Method: This type of quantitative research and data analysis using SmartPLS software. The population in this study were all nurses at Stella Maris Hospital Makassar. The sampling technique with total sampling is the entire population used as a research sample, as many as 200 respondents. Results: The results showed that job demand had no direct effect on work engagement (β=0.131; P=0.262) and organizational commitment (β=-0.196; P=0.166). Job resources have a direct effect on work engagement (β=0.346 P=0.004) and organizational commitment (β=0.281 P=0.007). Work engagement has a direct effect on organizational commitment (β=0.269 P=0.015). Job demand has no effect on organizational commitment through work engagement (β=0.035 P=0.253). While job resources have an indirect effect on organizational commitment through work engagement β=0.093 P=0.048). Sugestions: Therefore, that nurses' assessment of job resource and work engagement variables is mostly of high value, so that it can be used as capital for hospital management to continue to maintain and increase nurses' organizational commitment. As well as being able to use this series as a process of motivating nurses to overcome high job demand for nurses in the workplace and retain nurses who have high enthusiasm at work.