Peran Conscientiousness sebagai Moderator dari Hubungan Job Resources dan Work Engagement Karyawan Information Technology (IT) pada PT. X

Main Article Content

Winoto Sugiarto
P. Tommy Y. S. Suyasa
Daniel Lie

Abstract

Penelitian ini bertujuan untuk melihat peran dari conscientiousness sebagai moderator hubungan antara job resources dan work engagement yang ada pada PT. X khususnya pada unit kerja Information Technology (IT). Karyawan IT yang bekerja menunjukkan work engagement yang rendah, indikatornya adalah semangat, dedikasi dan kekhusyukan yang rendah terhadap pekerjaan. Partisipan diambil dari 72 karyawan IT yang terdiri dari developer dan support di PT. X. Teknik sampling menggunakan probability sampling. Pengambilan data dilakukan dengan cara menyebarkan kuesioner Utrecht Work Engagement Scale (UWES), Job-Demands Resources Questionnaire, dan NEO PI. Hasil penelitian menunjukkan bahwa job resources berelasi positif terhadap work engagement. Relasi positif antara job resources dan work engagement tidak berbeda antara partisipan yang memiliki conscientiousness tinggi dan partisipan yang memiliki conscientiousness rendah pada dimensi coaching dan opportunity for development. Namun peran conscientiousness sebagai moderator hubungan antara job resources dan work engagement terlihat pada dimensi feedback, social support dan autonomy.

Keywords: work engagement, job resources, conscientiousness, moderator, karyawan IT

Article Details

Section
Articles

References

Bakker, A.B. (2014). The job demands–resources questionnaire. Rotterdam: Erasmus University.

Bakker, A. B., & Leiter M. P. (2010). Work engagement: A handbook of essential theory and research. England: Psychology Press.

Bakker, A. B., Demerouti, E., Brummelhuis, L. L. (2012). Work engagement, performance and active learning: The role of conscientiousness. Journal of Vocational Behavior, 80, 555- 564.

Bakker, A. B., Demerouti, E., Taris, T. W., Schaufeli, W. B., & Schreurs, P. J. G. (2003). A multigroup analysis of job demands-resources model in four home care organizations. International Journal of Stress Management, 10, 16-38.

Becker, B. E., & Huselid, M. A. (2006). Strategic human resource management: Where do we go from here? Journal of Management, 32, 898–925. doi:10.1177/0149206306293668

Biggs, A., Brough, P., & Barbour, J. P. (2014). Enhanching work-related attitudes and work engagement. International Journal of Stress Management, 21, 43-68.

Bowen, D. E., & Ostroff, C. (2004). Understanding HRM–firm performance linkages: The role of “strength” of the HRM system. Academy of Management Review, 29, 203–221. doi:10.2307/20159029

Crook, T. R., Combs, J. G., Todd, & Whoer, D. J. (2011). Does human capital matter? A meta- analysis of the relatiohship between human capital and firm performance. Journal of Applied Psychology, 96(3), 443-456.

Coff, R. W. (2002). Human capital, shared expertise, and the likelihood of impasse on corporate acquisitions. Journal of Management, 28, 107–128. doi:10.1177/014920630202800107

Greenhaus, J. H., & Beutell, N. J. (1985). Sources of conflict between work and family roles. Academy of Management Review, 10, 76–88.

Halbesleben, J. R. B. (2010). A meta-analysis of work engagement: relationships with burnout, demands, resources and consequences. In A. B. Bakker & M. P. Leiter (Eds.), Work engagement: A handbook of essential theory and research (pp. 102–117). New York, NY: Psychology Press.

Jeong, H., Hyun, K., & Swanger, N. (2009). Burnout and engagement: A comparative analysis using the Big Five personality dimensions. International Journal of Hospitality Management, 28, 96–104. http://dx.doi.org/10.1016/j.ijhm.2008.06.001

Kim, H. J., Shin, K. H., & Swanger, H. (2009). Burnout and engagement: A comparative analysis using the Big Five personality dimensions. International Journal of Hospitality Management, 28, 96–104.

Langelaan, S., Bakker, A.B., van Doornen, L.J.P., & Schaufeli, W.B. (2006). Burnout and work engagement: do individual differences make a difference? Personality and Individual Differences, 40, 521-532.

Le, H., Oh, I. S., Shaffer, J., & Schmidt, F. (2007). Implications of methodological advances for the practice of personnel selection: How practitioners benefit from meta-analysis. Academy of Management Perspectives, 21, 6–15.

Opie, T. J., & Henn, C. M. (2013). Work-family conflict and work engagement among mothers: conscientiousness and neuroticism as moderators. SA Journal of Industrial Psychology, 39(1).

Schaufeli, W. B., & Bakker, A. B. (2003). Utrecht work engagement scale. Utrecht University. Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior,

, 293-315.

Schaufeli, W. B., & Bakker, A. B. (2014). Defining and measuring work engagement: bringing

clarity to the concept. In A. B. Bakker & M. P. Leiter (Eds.), Work engagement: A

handbook of essential theory and research (pp. 10–24). New York, NY: Psychology Press. Soennentag, S., Demerouti, E., Mojza, E. J., & Bakker, A. (2012). Reciprocal relations between recovery and work engagement: The moderating role of job stressors. American

Psychological Associations, 97(4), 842-853.

Subramony, M., Krause, N., Norton, J., & Burns, G. N. (2008). The relationship between human

resource investments and organizational performance: A firm-level examination of equilibrium theory. Journal of Applied Psychology, 93, 778–788. doi:10.1037/0021- 9010.93.4.778.

Virga, D., Horga, A., & Iliescu, D. (2015). Work-life imbalance as a moderator in the relationship between resources and work engagement. Journal of Personnel Psychology, 14(2), 80-90.

Xanthopoulou, D., Bakker, A. B., Demerouti, E., & Schaufeli, W. B. (2007). The role of personal resources in the job demands-resources model. International Journal of Stress Management, 14, 121–141.