The influence of self-regulaion and job satisfaction on work engagement: A study among the lecturers of Indonesian Open University

Employees psychological connection with their work has gained a critical importance in the world of work. Contemporary organizations need employees who engage with their work. Employee engagement, commitment to the organization is a result of job satisfaction and self-regulation. An exploratory study on the influence of job satisfaction and self-regulation on work engagement among the lecturer of the Indonesian Open University (UT), was undertaken. This study aimed to test the effect of job satisfaction and self-regulation on work engagement of the faculty members of the Indonesian Open University. The research samples were 51 faculty members which consist of 15 lecturers who have structural positions and 36 lecturers who have not structural positions. The research instrument of self-regulation is self-regulation questionnaire (SRQ), and the instrument of job satisfaction was developed by the researcher based on the concept of job satisfaction proposed by Schemerhorn, Hunt & Osborn in 1999, and the instrument of work engagement was Utrecht Work Engagement Scales (UWES). The data collection was done by asking the respondents to fulfill the research instruments, and the data were analyzed using multiple linear regression method. Results showed that together job satisfaction and self-regulation have significant influence on work engagement of, but the partial analysis showed that the only influence was job satisfaction. This result indicates that job satisfaction of the faculty members of the Indonesian Open University is an important factor for the development of their work engagement.