URGENSI MODAL PSIKOLOGI DALAM MEMBANGUN KETERIKATAN KERJA KARYAWAN PENAMBANGAN

Luvithie Fesya Ilvonda, Faraz .

Abstract


Penelitian ini bertujuan untuk mengetahui hubungan antara modal psikologi dan keterikatan kerja pada karyawan. Hipotesis dalam penelitian ini adalah terdapat hubungan positif antara modal psikologi dan keterikatan kerja. Sebanyak 133 karyawan yang bekerja di Perusahaan Kontraktor Pertambangan Batubara terlibat dalam penelitian ini. Metode analisis data menggunakan analisis korelasi Pearson. Hasil penelitian ini menunjukkan bahwa terdapat korelasi positif antara modal psikologi dan keterikatan kerja dengan nilai koefisien korelasi sebesar r = 0,479** dengan nilai p = 0,000 (p<0,05). Berdasarkan hasil tersebut dapat disimpulkan bahwa hipotesis dalam penelitian ini diterima.

Full Text:

PDF

References


Anwarsyah, W. I., Salendu, A., & Radikun, T. B. S. (2012). Hubungan antara job demands dengan workplace well-being pada pekerja shift. Jurnal Psikologi: PITUTUR, 1(1), 29-40

Avey, J. B., Luthans, F., Smith, R. M., Palmer, N. F (2010). DigitalCommons @University of Nebraska – Lincoln. Impact of Positive Psychological Capitalon EmployeeWell-BeingOverTime. https://doi.org/10.1037/a0016998

Azwar, S. (2013). Reliabilitas dan Validitas. Yogyakarta: Pustaka Pelajar

Bakker, A. B. (2011). An evidence-based model of work engagement. Current Directions in Psychological Science. 20, 265-269.

Bakker, A. B. (2017). Strategic and proactive approaches to work engagement. Organizational Dynamics, 46(2), 67–75.

Bakker, A. B., & Bal, P. M. (2010). Weekly work engagement and performance: A study among starting teachers. Journal of Occupational and Organizational Psychology. 83. 189–206.

Bakker, A. B., & Demerouti, E. (2008). Towards a model of work engagement, 13(3), 209–223. https://doi.org/10.1108/13620430810870476

Bakker, A.B., & Oerlemans, W.G.M. (2016). Momentary work happiness as a function of enduring burnout and work engagement. The Journal of Psychology, 150(6), 755–778.

Caesens, G., & Stinglhamber, F. (2014). The relationship between perceived organizational support and work engagement : The role of self-efficacy and its outcomes La relation entre le soutien organisationnel perc ¸ u et l ’ engagement au travail : analyse du rôle du sentiment d ’ efficacité personnelle et de ses conséquences. Revue Europeenne de Psychologie Appliquee, 64(5), 259–267. https://doi.org/10.1016/j.erap.2014.08.002

Caesans, G., Stinglhamber, F., & Matmier, V. (2016). The curvilinear effect of woek engagement on employees’ turnover intentions. International Journal of Psychology, 51(2), 150-155.

Cetin, F., & Basim, H., N (2012). Organizational Psychological Capital : A Scale Organizational Psychological Capital : A Scale Adaptation Study, (March).

Chalofsky, N., & Khrisna, V. (2009). Meaningfulness, commitment, and engagement: The intersection of a deeper level of intrinsic motivation. Advances in Developing Human Resources. 11(2), 189-203

Chaughtay, A.A. & Buckley, F. (2009). Linking trust in the principal to school outcomes – the mediating role of organizational identification and work engagement. International Journal of Educational Management. 23, 574- 589.

Chen, D. J. Q., & Lim, V. K. G. (2012). Strength in adversity: The influence of psychological capital on job search. Journal of Organizarional Behavior, 33(6), 811–839. https://doi.org/https://doi.org/10.1002/job.1814

Cook, C., Brisme, J., & Sizer, P. S. (2006). Subjective and objective descriptors of clinical lumbar spine instability: a Delphi study. Manual Therapy. 11, 11- 21.

Deviyanti, A.D & Sasono, A.D. (2015). Pengaruh sumber daya pekerjaan (job resources) dengan keterikatan kerja (work engagement) sebagai mediator terhadap perilaku proaktif (studi pada karyawan pt rga international indonesia). Jurnal Ilmu Manajemen MAGISTRA. 1 (1). 18.

Gupta, M., & Shaheen, M. (2017). The Relationship between Psychological Capital and Turnover Intention : Work Engagement as Mediator and Work Experience as Moderator, 49, 117–126

Halbesleben, J. R. B., & Wheeler, A. R.. (2008). The relative roles of engagement and embeddedness in predicting job performance and intention to leave, 8373. https://doi.org/10.1080/02678370802383962

Indrianti, R. (2012). Hubungan Antara Modal Psikologis Dengan Keterikatan Kerja Pada Perawat di Instalasi Rawat Inap Rumah Sakit Jiwa Menur Surabaya, 1(02), 110–115.

Luthans, Fred., Avolio, Bruce J., Avey, James B., & Norman, Steven M. (2007), “Positive Psychological Capital: Measurement and Relationship with Performance and Satisfaction”, Personnel Psychology, Vol. 60, p. 541-572.

Marajohan, E. J. (2016). Employee engagement di Indonesia. Diakses pada tanggal 2 Januari 2020, dari https://www.slideshare.net/ervinjmb/employee- engagement-in-indonesia-2016.

Markos, S., & Sridevi, M. S. (2010). Employee engagement: the key to improving performance. International Journal of Bussiness and Management. 5(12), 89-96.

Paek, S., Schuckert, M., Terry, T., & Lee, G. (2015). International Journal of Hospitality Management Why is hospitality employees ’ psychological capital important ? The effects of psychological capital on work engagement and employee morale. International Journal of Hospitality Management, 50, 9–26. https://doi.org/10.1016/j.ijhm.2015.07.001

Pudjowibowo, C. (2014). Perbedaan motivasi, kepuasan kerja, keinginan berpindah kerja, dan persepsi diskriminasi antara auditor pria dan wanita ada KAP di kota Semarang. Jurnal Akuntansi Bisnis, 7(24), 171-190

Robertson, I.T., & Cooper, C.L. (2010). Full engagement: The integration of employee engagement and psychological well being. Leadership and Organization Development Journal, 31(4), 324-336.

Rudi. (2012). GWS2012Mencengangkan: 2/3KaryawanIndonesiaDisengaged! Diakses pada tanggal 5 Januari 2020, dari http://portalhr.com/berita/global- workforce-study-2012-mencengangkan-23-karyawan-disengaged/

Santoso, M. R., & Jatmika, D. (2017). Hubungan resiliensi dengan work engangement pada agen asuransi PT. X. Jurnal Ecopsy, 4(2), 117–123.

Santrock, J.W. (2002). Life-span development: Perkembangan masa hidup. Jakarta: Penerbit Erlangga.

Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire. A Cross-National Study, Educational andPsychologicalMeasurement,66(4),701–716. https://doi.org/10.1177/0013164405282471

Sister, G. B., & Aifang, Z. (2018). The relationship among Psychological capital Psychological Contract and Work Engagement in Nurses. Chinese Journal of Occupational Health and Occupational Diseases, 36(8), 614–617. https://doi.org/10.3760/cma.j.issn.1001-9391.2018.08.013

Suharianto, & Effendy, N. (2015). Pengaruh psychological capital terhadap work engagement pada dosen di universitas katolik widya mandala Surabaya. Jurnal Experientia, 3(2), 23–34.

Widhiarso, Wahyu. Pengategorian Data dengan Menggunakan Statistik Hipotetik dan Statistik Empirik. Yogyakarta. Fakultas Psikologi, Universitas Gadjah Mada

Widjajani, S., Wiyono, J., & Romadoni, M. R. (2014). Menguji Model Hubungan Antara Organization-Based Self-Esteem Terhadap Organizational Citizenship Behavior; Self Efficacy Sebagai Variabel Pembanding. Jurnal Fakultas Ekonomi UAD.

Yakın, M., & Erdil, O. (2012). Relationships Between Self-Efficacy and Work Engagement and the Effects on Job Satisfaction : A Survey on Certified Public Accountants, 58, 370–378. https://doi.org/10.1016/j.sbspro.2012.09.1013

Yudiani, E. (2017). Work Engagement Karyawan Pt. Bukit Asam Persero Ditinjau Dari Spiritualitas. PSIKIS-Jurnal Psikologi Islami, 3(1), 21–32.

Yunita, M. M. (2019). Hubungan Psychological Capital Dengan Kebahagiaan, 8(1).

Yuniar, I. G. A. A. Y., Nurtjahjanti, H., & Rusmawati, D., (2011). Hubungan Antara Kepuasan Kerja Dan Resiliensi Dengan Organizational Citizenship Behaviour (OCB) Pada Karyawan Kantor Pusat PT. BPD Bali. Jurnal Psikologi Universitas Diponegoro, 9(1). https://deltadunia.com




DOI: https://doi.org/10.31293/mv.v3i1.4796

Refbacks

  • There are currently no refbacks.


INDEXED BY :

Creative Commons License
Motiva: Jurnal Psikologi is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.