[ABSTRAK
Penelitian ini bertujuan untuk mengetahui pengaruh dari job characteristic dan perceivedorganizational support terhadap employee engagement. Pengumpulan data dilakukan denganmetode survei kuesioner. Penelitian ini dilakukan terhadap karyawan kantor pusat PerumPerhutani yang berjumlah 186 orang. Analisis data menggunakan regresi linier berganda danaplikasi SPSS 22. Alat ukur yang digunakan pada penelitian ini adalah menggunakan jobdiagnostic survey (JDS) yang dibuat oleh Hackman & Oldham (1975), Survey of PerceivedOrganizational Support (SPOS) yang dibuat oleh Lynch, Eisenberger & Armeli (1999),Utrecht Work Engagement Scale 9 (UWES-9) yang dikembangkan oleh Schaufeli & Bakker(2003). Hasil penelitian menunjukkan bahwa job characteristic dan perceived organizationalsupport berpengaruh secara signifikan terhadap employee engagement sebesar 25,4%. Hal inimenunjukkan karakteristik pekerjaan dan dukungan organisasi dapat meningkatkanketerikatan karyawan. Kemunculan karakteristik pekerjaan dirasakan melalui tingginyapersepsi karyawan atas variasi pekerjaan, identitas pekerjaan, signifikansi pekerjaan,otonomi, dan umpan balik yang berdampak pada peningkatan keterikatan karyawan. Selainitu, karyawan merasakan dukungan organisasi yang tinggi melalui perhatian perusahaankepada kesejahteraan karyawan dan melalui pemberian bantuan. Namun, kepedulianorganisasi kepada tujuan dan nilai-nilai pribadi karyawan serta perhatian perusahaan kepadapendapat karyawan masih dirasa sedang.
ABSTRACT
This study is to analyze the effect of job characteristic and perceived organizational supporton employee engagement. The data were collected using questionnaire from 186 respondents.Data analysis was conducted using multiple regression with SPSS 22. The instruments usedin the questionnaire are Job Diagnostic Survey (JDS) by Hackman and Oldham (1975),Survey of Perceived Organizational Support (SPOS) by Lynch, Eisenberger & Armeli (1999)and Utrecht Work Engagement Scale (UWES-9) by Schaufeli and Bakker (2003). The resultshowed that job characteristic and perceived organizational support had significant impact onemployee engagement in the amount of 25,4%. This finding shows that the characteristics ofthe work and support from the organizations will improve employee engagement. It showsjob characteristic and organizational support can increase employee engagement. Theemergence of job characteristics can be perceived through high employee perception on thevariation of work, job identity, job significance, autonomy, and feedback impact onimproving employee engagement. Besides, through the company's attention to the welfare ofemployees and through the provision of assistance, employees sense that organizationalsupport is high. However, organizational concern to goals and personal values of employeesand also the company's attention to the opinion of employees are still considered moderate.;This study is to analyze the effect of job characteristic and perceived organizational supporton employee engagement. The data were collected using questionnaire from 186 respondents.Data analysis was conducted using multiple regression with SPSS 22. The instruments usedin the questionnaire are Job Diagnostic Survey (JDS) by Hackman and Oldham (1975),Survey of Perceived Organizational Support (SPOS) by Lynch, Eisenberger & Armeli (1999)and Utrecht Work Engagement Scale (UWES-9) by Schaufeli and Bakker (2003). The resultshowed that job characteristic and perceived organizational support had significant impact onemployee engagement in the amount of 25,4%. This finding shows that the characteristics ofthe work and support from the organizations will improve employee engagement. It showsjob characteristic and organizational support can increase employee engagement. Theemergence of job characteristics can be perceived through high employee perception on thevariation of work, job identity, job significance, autonomy, and feedback impact onimproving employee engagement. Besides, through the company's attention to the welfare ofemployees and through the provision of assistance, employees sense that organizationalsupport is high. However, organizational concern to goals and personal values of employeesand also the company's attention to the opinion of employees are still considered moderate., This study is to analyze the effect of job characteristic and perceived organizational supporton employee engagement. The data were collected using questionnaire from 186 respondents.Data analysis was conducted using multiple regression with SPSS 22. The instruments usedin the questionnaire are Job Diagnostic Survey (JDS) by Hackman and Oldham (1975),Survey of Perceived Organizational Support (SPOS) by Lynch, Eisenberger & Armeli (1999)and Utrecht Work Engagement Scale (UWES-9) by Schaufeli and Bakker (2003). The resultshowed that job characteristic and perceived organizational support had significant impact onemployee engagement in the amount of 25,4%. This finding shows that the characteristics ofthe work and support from the organizations will improve employee engagement. It showsjob characteristic and organizational support can increase employee engagement. Theemergence of job characteristics can be perceived through high employee perception on thevariation of work, job identity, job significance, autonomy, and feedback impact onimproving employee engagement. Besides, through the company's attention to the welfare ofemployees and through the provision of assistance, employees sense that organizationalsupport is high. However, organizational concern to goals and personal values of employeesand also the company's attention to the opinion of employees are still considered moderate.] |
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