Peran Psychological Capital Sebagai Prediktor Work Engagement Pada Karyawan Generasi Milenial
Abstract
The aims of this study is determine whether psychological capital has an effect on work engagement in millennial generation employees at PT X. This study uses quantitative methods and parametric statistical analysis with simple linear regression techniques. A total of 100 millennial generation employees (male = 37; female = 63) at PT X were sampled in this study. Determination of the sample in this study using purposive sampling technique. The measuring instrument used in this research is the Utrecht Work Engagement Scale (UWES) and the Psychological Capital Questionnaire (PCQ). The results of the reliability of the UWES measuring instrument are 0,866 and for PCQ is 0,848 From the results of simple linear regression analysis, the value of p = 0.000 (p < 0.05). These results indicate that psychological capital has a positive and significant effect on work engagement. Companies need to increase work engagement through increasing psychological capital in employees.
Tujuan penelitian ini adalah untuk mengetahui apakah psychological capital berpengaruh terhadap work engagement pada karyawan generasi milenial di PT X. Penelitian ini menggunakan metode kuantitatif dan analisis statistik parametris dengan teknik regresi linier sederhana. Penentuan sampel dalam penelitian ini menggunakan teknik purposive sampling. Sebanyak 100 karyawan generasi milenial (Laki-laki = 37 ; perempuan = 63) di PT X menjadi sampel dalam penelitian ini. Alat ukur yang digunakan pada penelitian ini adalah Utrecht Work Engagement Scale (UWES) dan Psychological Capital Questionnaire (PCQ). Hasil reliabilitas alat ukur UWES adalah 0,866 dan untuk PCQ adalah 0,848 Dari hasil analisis regresi linier sederhana, diperoleh nilai p = 0.000 (p<0.05). Hasil ini menunjukan bahwa psychological capital berpengaruh secara positif dan signifikan terhadap work engagement. Perusahaan perlu meningkatkan work engagement karyawan melalui peningkatan psychological capital pada diri karyawan.
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DOI: http://dx.doi.org/10.30872/psikoborneo.v10i4.9135
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