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"ABSTRAKPenelitian ini bertujuan untuk melihat efektivitas pemberian intervensi coachingdalam rangka meningkatkan iklim psikologis dan komitmen untuk berubah padakaryawan di PT. X. Penelitian ini adalah penelitian korelasional yang terdiri dari duastudi. Pada studi I, digunakan cross-sectional study design dengan partisipansejumlah 48 orang karyawan Departemen Editorial A dan B di PT. X. Sementara,pada studi II digunakan the before-and-after study design dengan partisipan sejumlah3 orang karyawan Departemen Editorial A dan B di PT. X. Penelitian inimenggunakan alat ukur Commitment to Change (Herscovitch & Meyer, 2002) danPsychological Climate (Brown & Leigh, 1996). Hasil uji Pearson correlation danregresi linear pada studi I menunjukkan bahwa terdapat hubungan yang signifikanantara iklim psikologis dan komitmen untuk berubah (p = .009; p < .01), dimana13,7% varians komitmen untuk berubah dapat dijelaskan oleh iklim psikologis(R2 = .137; p = .009; p < 0.1). Uji korelasi menunjukkan bahwa dimensipsychological meaningfulness memiliki hubungan yang signifikan dengan komitmenuntuk berubah (r = .439; p = .002; p < .01). Untuk itu, peneliti menjadikan dimensipsychological meaningfulness sebagai fokus dalam memberikan intervensi coachingkepada 7 pasang atasan-bawahan. Pada studi II dilakukan perhitungan denganWilcoxon signed-rank test dan diperoleh hasil bahwa terdapat perbedaan skor iklimpsikologis (p = .045; p > .05) dan komitmen untuk berubah (p = .007; p > .05) yangsignifikan antara sebelum dan setelah diberikan intervensi. Dengan demikian, dapatdisimpulkan bahwa intervensi coaching yang diberikan efektif untuk meningkatkaniklim psikologis dan komitmen untuk berubah.

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ABSTRACTThis research was conducted to examine the effectiveness of coaching intervention inorder to improve psychological climate and commitment to change on employee inPT. X. This research is a correlational research consisting of two studies. On study I,cross-sectional study design was used for 48 employees of A and B EditorialDepartment?s in PT. X as the research participants. Meanwhile, the second study usedthe before-and-after study design for 3 employees of A and B Editorial Department?sin PT. X as the research participants. This research used Commitment to Changeinventory (Herscovitch & Meyer, 2002) and Psychological Climate inventory (Brown& Leigh, 1996). The result of Pearson correlation and linear regression test on study Ishowed that there is a significant relationship between psychological climate andcommitment to change (p=.009; p<.01), where 13.7% of the variance of commitmentto change can be explained by psychological climate (R2 = .137, p = .009; p < 0.1).Correlation test showed that the dimension of psychological meaningfulness has asignificant relationship with a commitment to change (r = .439, p = .002; p <.01).Therefore, researcher made psychological meaningfulness as a focus in providingcoaching intervention to 7 pairs of superior-subordinate. Based on the calculation ofWilcoxon signed-rank test on study II, it is known that there are significantdifferences between before and after the intervention in psychological climate score(p = .045; p > .05) and commitment to change score (p = .007; p > .05). Thus, it canbe concluded that the coaching intervention is effective to improve psychologicalclimate and commitment to change"

"Penelitian ini memiliki tujuan untuk menguji pengaruh persepsi karyawan mengenai tanggung jawab sosial terhadap employee engagement dengan dimediasi oleh psychological meaningfulness, psychological safety, psychological availability dan compassion. Pengumpulan data dilakukan dengan metode kuesioner dan dianalisis dengan Structural Equation Model (SEM). Sampel yang diperoleh sebanyak 216 karyawan Badan Usaha Milik Negara (BUMN). Penelitian ini mengungkapkan bahwa persepsi karyawan mengenai tanggung jawab sosial terhadap employee engagement tidak memiliki pengaruh secara langsung dan hanya dapat dipengaruhi jika dimediasi oleh psychological meaningfulness, psychological availability dan compassion. Psychological safety juga terbukti tidak memediasi pengaruh persepsi karyawan mengenai tanggung jawab sosial terhadap employee engagement. Keterbatasan penelitian ini adalah sampel yang diperoleh dan tingkat objetivitas hasil. Penelitian ini menunjukkan bahwa jika ingin meningkatkan employee engagement, maka perlu dibuat program tanggung jawab sosial yang memperhatikan psychological meaningfulness, psychological availability dan compassion dari karyawan.

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This study aims to examine the effect of employee perceptions of social responsibility on employee engagement mediated by psychological meaningfulness, psychological safety, psychologic availability and compassion. Data was collected using a questionnaire and analyzed by using the Structural Equation Model (SEM). The samples obtained were 216 employees of Badan Usaha Milik Negara(BUMN). This study reveals that employees' perceptions of social responsibility on employee engagement do not have a direct influence and can only be influenced if mediated by psychological meaningfulness, psychological availability and compassion. Psychological safety was also proven not to mediate the effect of employee perceptions of social responsibility on employee engagement. The limitations of this study are the sample obtained and the level of objectivity of the results. This study shows that if you want to increase employee engagement, it is necessary to create a social responsibility program that pays attention to psychological meaningfulness, psychological availability and compassion of employees."