Staying Engaged Under Pressure: The Role of Self-Efficacy and Job demands on Employee Work Engagement
DOI:
https://doi.org/10.30872/22fe6d38Keywords:
work engagement, self efficacy, job demandsAbstract
Work engagement is a crucial element for improving employee performance and productivity, particularly in the demanding pharmaceutical industry. This study aimed to examine the influence of self-efficacy and job demands on work engagement. The methodology employed a quantitative approach with a causality design. The sample consisted of 129 employees, selected using a non-probability total sampling method. Data were collected using the Utrecht Work Engagement Scale (UWES-9) to measure work engagement, the General Self-Efficacy Scale (GSES) to measure self-efficacy, and the Copenhagen Psychosocial Questionnaire (COPSOQ) to measure job demands. The analysis showed that self-efficacy had a positive and significant influence on work engagement, while job demands did not show any significant partial influence. However, overall, both self-efficacy and job demands had a significant impact on work engagement. The R-squared value of 0.207 indicates that both variables contributed 20.7% to the variation in work engagement. The results of this study imply that companies need to improve employee self-efficacy through competency development and providing support in facing work demands, as well as managing job demands optimally to support increased work engagement.
Work engagement adalah elemen penting untuk meningkatkan kinerja serta produktivitas karyawan, terutama dalam industri farmasi yang memiliki banyak tuntutan. Penelitian ini dilakukan untuk mengkaji pengaruh self efficacy dan job demands terhadap work engagement. Metodologi penelitian ini menggunakan pendekatan kuantitatif dengan desain kausalitas. Sampel penelitian terdiri dari 129 karyawan yang diambil dengan metode non-probability melalui pengambilan sampel total. Pengumpulan data dilakukan dengan menggunakan Skala Utrech Work engagement Scale (UWES-9) untuk mengukur work engagement, General Self efficacy Scale (GSES) untuk mengukur self efficacy, dan Copenhagen Psychosocial Questionnaire (COPSOQ) untuk mengukur job demands. Hasil analisis menunjukkan bahwa self efficacy memberikan pengaruh positif dan signifikan terhadap work engagement, sedangkan job demands tidak menunjukkan adanya pengaruh signifikan secara parsial. Namun, secara keseluruhan, baik self efficacy maupun job demands memberikan dampak yang signifikan terhadap work engagement. Nilai R-squared yang mencapai 0,207 menunjukkan bahwa kedua variabel tersebut berkontribusi sebesar 20,7% dalam variasi work engagement. Hasil penelitian ini mengimplikasikan bahwa perusahaan perlu meningkatkan self efficacy karyawan melalui pengembangan kompetensi dan pemberian dukungan dalam menghadapi tuntutan pekerjaan, serta mengelola job demands secara optimal guna mendukung peningkatan work engagement.
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