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ABSTRAK ABSTRAKPenelitian ini bertujuan untuk menganalisis pengaruh reward terhadap employee
engagement karyawan tetap PT Bank Rakyat Indonesia Kantor Cabang Depok.
Variabel independen dalam penelitian ini yaitu reward yang akan diukur
berdasarkan dimensi dari Ivancevich, Konoppaske, dan Matteson (2006),
sedangkan variabel dependen dari penelitian ini yaitu reward akan diukur
menggunakan 3 dimensi dari Schaufelli (2006) yaitu vigor, dedication, and
Absorption. Penelitian ini menggunakan metode kuantitatif dengan kuesioner
sebagai instrumen penelitian. Sampel dari penelitian ini sebanyak 31 karyawan
yang memiliki status karyawan tetap pada PT Bank Rakyat Indonesia Kantor
Cabang Depok. Data penelitian ini akan dianalisa menggunakan analisis deskriptif
dan analisis inferensial. Hasil penelitian ini merupakan kepuasan kerja tidak
berpengaruh signifikan terhadap organizational citizenship behaviour (OCB).
Penelitian ini dapat digunakan bagi para manajer untuk melihat tingkat employee
engagement namun tidak dipengaruhi oleh presepsi karyawan terhadap reward
dikalangan anak buahnya. Sehingga para manajer dapat mencari apa saja yang
membuat karyawannya engage. Penelitian ini juga menyarankan untuk melakukan
penelitian selanjutnya dengan variabel lain, selain reward yang dapat
mempengaruhi employee engagement. Seperti misalnya Karakteristik Pekerjaan,
dukungan organisasi yang diterima, dukungan atasan yang diterima keadilan
Prosedural, keadilan Distributif, kepemimpinan, strategic attention, physical
work condition, dan supervision (Kahn, 2006; Margaretha, 2013; Kahn, 1990).
ABSTRACTThe aim of this study is to analyze the influence of reward on employee
engagement of permanent employees at PT. bank rakyat indonesia. The
independent variable is job reward which is scaled by Ivancevich, Konoppaske,
dan Matteson (2006), and the dependent variable is employee engagement which
is scaled by Schaufeli (2006) with 3 dimensions such as vigor, dedication, and
Absorption. The research used quantitative method with quentionnaire as an
research instrument. Subject of the research is 31 employees that have been
permanent employees of PT. bank rakyat indonesia. Data gathered from research
will be analyzed using descriptive analysis and inferential analysis. The reward
was not significantly and related to the employee engagement. This research can
be used by managers to observes employee engagement level, but it does not
influenced by employee perception about reward. The result, managers cognize
how to find out the employee engagement?s predictors besides reward. The
research suggest to future research should study with different variable can be
impact employee engagement. As though strategic attention, physical work
condition, perceived organizational support, perceive procedural support, and
supervision (Kahn, 2006; Margaretha, 2013; Kahn, 1990).;The aim of this study is to analyze the influence of reward on employee
engagement of permanent employees at PT. bank rakyat indonesia. The
independent variable is job reward which is scaled by Ivancevich, Konoppaske,
dan Matteson (2006), and the dependent variable is employee engagement which
is scaled by Schaufeli (2006) with 3 dimensions such as vigor, dedication, and
Absorption. The research used quantitative method with quentionnaire as an
research instrument. Subject of the research is 31 employees that have been
permanent employees of PT. bank rakyat indonesia. Data gathered from research
will be analyzed using descriptive analysis and inferential analysis. The reward
was not significantly and related to the employee engagement. This research can
be used by managers to observes employee engagement level, but it does not
influenced by employee perception about reward. The result, managers cognize
how to find out the employee engagement?s predictors besides reward. The
research suggest to future research should study with different variable can be
impact employee engagement. As though strategic attention, physical work
condition, perceived organizational support, perceive procedural support, and
supervision (Kahn, 2006; Margaretha, 2013; Kahn, 1990)., The aim of this study is to analyze the influence of reward on employee
engagement of permanent employees at PT. bank rakyat indonesia. The
independent variable is job reward which is scaled by Ivancevich, Konoppaske,
dan Matteson (2006), and the dependent variable is employee engagement which
is scaled by Schaufeli (2006) with 3 dimensions such as vigor, dedication, and
Absorption. The research used quantitative method with quentionnaire as an
research instrument. Subject of the research is 31 employees that have been
permanent employees of PT. bank rakyat indonesia. Data gathered from research
will be analyzed using descriptive analysis and inferential analysis. The reward
was not significantly and related to the employee engagement. This research can
be used by managers to observes employee engagement level, but it does not
influenced by employee perception about reward. The result, managers cognize
how to find out the employee engagement’s predictors besides reward. The
research suggest to future research should study with different variable can be
impact employee engagement. As though strategic attention, physical work
condition, perceived organizational support, perceive procedural support, and
supervision (Kahn, 2006; Margaretha, 2013; Kahn, 1990).]
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