Organizational Commitment as a Personal Resource in Forming of Work Engagement
Abstract
JD-R model menyatakan bahwa work engagement dapat diprediksi dari kombinasi karakteristik pekerjaan yang berupa sumber daya pekerjaan dan karakteristik individu yang berupa sumber daya pribadi dengan tuntutan pekerjaan. Sumber daya pribadi menjadi tantangan karena langsung melibatkan individu/karyawan. Tujuan dari penelitian ini adalah untuk mengukur kontribusi yang diberikan oleh organizational commitment sebagai sumber daya pribadi terhadap keterlibatan kerja. Penelitian ini merupakan penelitian kuantitatif non-eksperimen dengan menggunakan metode korelasional, dengan purposive sampling sebanyak 60 responden. Alat ukur yang digunakan adalah kuesioner yang diadaptasi dan dikembangkan dari Meyer dan Allen (1991) dan Utrecht Work Engagement Scale (UWES) dari Schaufeli dan Bakker (2004). Hasil penelitian menunjukkan bahwa organizational commitment memberikan kontribusi yang signifikan (moderat) terhadap terbentuknya work engagement. Secara rinci, terdapat hubungan yang kuat dan signifikan antara normative commitment terhadap vigor, dedication dan absorption.
JD-R model menyatakan bahwa work engagement dapat diprediksi dari kombinasi karakteristik pekerjaan yang berupa sumber daya pekerjaan (job resource) dan karakteristik individu yang berupa sumber daya pribadi (personal resource) terhadap tuntutan pekerjaan (job demand). Personal resource telah terbukti dapat membantu individu dalam mengelola tuntutan pekerjaan, menerima kegagalan dengan lebih baik dan memiliki cara yang tangguh untuk bangkit kembali. Dengan kondisi ini, sangat penting untuk mencari variabel yang dapat berperan sebagai personal resource. Untuk itu, tujuan dari penelitian ini adalah untuk mengukur kontribusi yang diberikan oleh organizational commitment sebagai sumber daya pribadi terhadap work engagement. Penelitian ini merupakan penelitian kuantitatif non-eksperimen dengan menggunakan metode korelasional, dengan purposive sampling sebanyak 60 responden. Alat ukur yang digunakan adalah kuesioner yang diadaptasi dan dikembangkan dari Meyer & Allen (2012) dan Utrecht Work Engagement Scale (UWES) dari Schaufeli & Bakker (2017). Hasil penelitian menunjukkan bahwa organizational commitment memberikan kontribusi yang signifikan (moderat) terhadap terbentuknya work engagement. Secara rinci, terdapat hubungan yang kuat dan signifikan antara normative commitment terhadap vigor, dedication dan absorption.
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DOI: http://dx.doi.org/10.30872/psikostudia.v11i2.7526
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