PENGARUH MODAL PSIKOLOGIS TERHADAP KETERIKATAN KERJA PADA KARYAWAN GENERASI Z
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Abstract
Generation Z will take over the workforce in the future so companies need to prepare them as human resources to improve company performance. In improving company performance, this cannot be separated from employee performance. Work engagement is a strong indicator of employee performance. The factor that has the greatest influence on work engagement is personal resources in the form of psychological capital. Previous research regarding the influence of psychological capital on work engagement is still inconsistent, so this research aims to re-examine the influence of psychological capital and its dimensions on work engagement in generation Z employees. The number of samples in this study was 137 Generation Z employees at one of the companies dominated by Generation Z employees. This research used a non-experimental quantitative approach by using the Utrecht Work Engagement Scale and Psychological Capital Questionnaire. Data were analyzed using simple linear regression. The results showed that psychological capital had a positive significant effect on work engagement. In this research, it is known that the psychological capital dimension that had the biggest impact on the work engagement of Generation Z employees is resilience. This study implied that psychological capital is an important tool to increase work engagement among Generation Z employees. This research presented an empirical study analyzed from the perspective of industrial organizational psychology approach and provided suggestions for programs to increase work engagement through psychological capital training.
Generasi Z akan mengambil alih angkatan kerja di masa depan sehingga perusahaan perlu mempersiapkan mereka sebagai Sumber Daya Manusia dalam meningkatkan kinerja perusahaan. Dalam meningkatkan kinerja perusahaan, hal ini tidak terlepas dari kinerja karyawan. Keterikatan kerja merupakan salah satu indikator kuat terhadap kinerja karyawan. Faktor yang memiliki pengaruh terbesar terhadap keterikatan kerja adalah sumber daya pribadi berupa modal psikologis. Penelitian terdahulu mengenai pengaruh modal psikologis terhadap keterikatan kerja masih belum konsisten sehingga penelitian itu bertujuan untuk menguji kembali pengaruh modal psikologis beserta seluruh dimensinya terhadap keterikatan kerja pada karyawan generasi Z. Jumlah sampel dalam penelitian ini adalah 137 karyawan generasi Z di salah satu perusahaan dengan mayoritas karyawan generasi Z. Penelitian ini menggunakan pendekatan kuantitatif non-eksperimental dengan menggunakan Utrecht Work Engagement Scale dan Psychological Capital Questionnaire. Data dianalisis menggunakan regresi linier sederhana. Hasil penelitian menunjukkan bahwa modal psikologis memiliki pengaruh positif signifikan terhadap keterikatan kerja. Dalam penelitian ini, diketahui bahwa dimensi modal psikologis yang memiliki pengaruh paling besar terhadap keterikatan kerja karyawan generasi Z adalah resiliensi. Penelitian ini menyimpulkan bahwa modal psikologis merupakan faktor penting untuk meningkatkan keterikatan kerja pada karyawan generasi Z. Penelitian ini menunjukkan kajian empiris yang dianalisis melalui perspektif pendekatan psikologi industri organisasi serta menyediakan saran untuk program peningkatan keterikatan kerja melalui pelatihan modal psikologis.
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