WORK ENGAGEMENT AND MOTIVATION THROUGH PLANNED BEHAVIOR CONSTRUCTS IN A PRIMATE BREEDING COMPANY.

Abstract

This study examines whether work engagement strengthens employee work motivation directly or through the psychological mechanisms represented by work attitude, subjective norm, and perceived behavioral control. The research applied a quantitative explanatory design to a saturated sample of 138 employees of a primate breeding company. Data were collected using a five-point Likert questionnaire and analyzed through Partial Least Squares Structural Equation Modeling with SmartPLS 4.0. The measurement model demonstrated satisfactory convergent validity, discriminant validity, and internal consistency. The structural model explained 67.1% of the variance in work motivation. Work engagement did not have a statistically significant direct effect on work motivation; however, it positively affected work attitude, subjective norm, and perceived behavioral control. Each of these constructs positively influenced work motivation. The indirect effects through work attitude, perceived behavioral control, and subjective norm were all significant, with the strongest mediation paths occurring through work attitude and perceived behavioral control. These findings indicate a full mediation pattern in which engagement becomes motivational when employees evaluate their work positively, perceive supportive social expectations, and believe that they possess sufficient control and resources to perform their duties. The study extends the application of planned behavior constructs in human resource management and highlights the need for organizations to combine engagement initiatives with meaningful work design, supportive norms, capability development, autonomy, and adequate work resources.