Psychological Capital dan Job Resources Sebagai Prediktor Terhadap Work Engagement
Abstract
Penelitian ini dilakukan untuk mengetahui pengaruh self-efficacy, hope, optimism, resiliency, social support, relationship with supervisor, autonomy dan performance feedback terhadap work engagement. Sampel dalam penelitian ini sebanyak 202 Guru. Teknik sampling yang digunakan dalam penelitian ini adalah non-probability sampling. Uji alat ukur menggunakan Confirmatory Factor Analysis (CFA). Analisis data yang digunakan dalam penelitian ini adalah Multiple Regression Analysis pada taraf signifikansi 0,05. Hasil penelitian menunjukkan bahwa ada pengaruh yang signifikan self-efficacy, hope, optimism, resiliency, social support, relationship with supervisor, autonomy dan performance feedback terhadap work engagement. Hasil uji hipotesis minor menunjukkan bahwa self-efficacy dan optimsm memiliki pengaruh yang signifikan terhadap work engagement. Sementara itu, hope, resiliency, social support, relationship with supervisor, autonomy dan performance feedback tidak memiliki pengaruh signifikan terhadap work engagement. Hasil penelitian juga menunjukkan proporsi varians dari work engagement yang dijelaskan oleh seluruh variabel independen adalah 65,2%, sedangkan 34,8% sisanya dipengaruhi oleh variabel lain di luar penelitian ini.
Keywords
References
Bakker, A.B. (2011). An evidence-based model of work engagement. Current Directions in Psychological Science, 20(4), 265-269.
Bakker, A.B., Leiter, M.P. (2010). Work engagement: A handbook of essential theory and research. New York: Psychology Press.
Bakker, A.B., Demerouti, E., & Euwema, M.C. (2005). Job resources buffer the impact of job demands on burnout. Utrecht University: Journal of Organizational Health Psychology, 10(2), 170-180.
Bakker, A.B., Demerouti, E & Schaufeli, W.B. (2009). Reciprocal relationship between job resources, personal resources and work engagement. Journal of Vacational Behavior, 74, 235-244.
Bakker, A.B. Schaufelli, W.B. Leiter, M.P. (2008). Work engagement: An emerging concept in occupational health psychology. Journal of Occupational Health Psychology, 22(3), 187-200.
Carolyn, M. Nicole, G. (2010). The role of personality in the job demands resources model a study of Australian academic staff. Journal of Development International 15(7), 1-15.
Demerouti, E., Bakker, A.B, Hakanen, J.J., Xanthopoulou, D. (2007). Job resources boost work engagement, particularly when job demands are high. Journal of Educational Psychology, 99(2), 274-284.
Coetzer, C.F., Rothmann, S. (2007). Job demands, job resources and work engagement of employees in a manucfaturing organization. South of Africa, 11(3), 20-35.
Halbesleben, J, R. A meta-analysis of work engagement: relationship with burnout, demands, resources and consequence. New York: Psychology Press.
Harrington, D. (2009). Confirmatory factor analysis. Oxford: University Press.
Hakanena, J.J, Schaufelli, W.B. The job demands-resources model: A three year crosslagged study of burnout, commitment and work engagement. Journal of Vocational Behavior, 22(3), 222-241.
DOI: 10.15408/tazkiya.v6i2.11004
Refbacks
- There are currently no refbacks.
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
