Relationship between Goal Setting, Organizational Justice, Job Control, Job Self-Efficacy and Self-Regulation with Job Engagement in Employees of an Industrial Organization

Motivation plans have received considerable attention in the organizational literature and have been used to predict a variety of important individual and organiza-tional outcomes such as job satisfaction, job involvement, organizational citizenship beha-vior, psychological empowerment, job perfor-mance, and job engagement. The aim of this study was to investigate the relationships between job motivations with job engagement. In a Cross-sectional correlative study, a sample of 315 employees was selected through stratified random sampling from a great industrial organization’s whole staff. The vali-dities of all the questionnaires used were confirmed by confirmatory factor analyses and the reliabilities of the questionnaires were con-firmed measuring the Cronbach’s Alpha. Data were analyzed using Pearson correlation coefficient and stepwise regression analysis. The results indicated that there is significant and positive correlation between all antecedent variables except job self-efficacy with job engagement and also between job controls with absorbtion. In addition, the results of reg-ression analyses showed that self-regulation, organizational justice, and job control had the most important role in predicting job engage-ment, vigorance, and dedication, but only self-regulation had the most important role in predicting absorbtion. This study describes a process that motivating employees through job motivation in work environments can predict their job engage-ment.