PERAN KETERIKATAN KERJA SEBAGAI MEDIATOR ANTARA MODAL PSIKOLOGIS, MINAT PEKERJAAN, DAN PERSEPSI DUKUNGAN ATASAN DENGAN KINERJA
Article Sidebar
Read Counter : 0
Download : 0
Main Article Content
Abstract
Kinerja adalah salah satu hal kunci agar perusahaan dapat tetap bertahan dan bersaing dalam dunia bisnis. Pekerjaan seorang sales tidak terlepas dari modal psikologis, minat terhadap pekerjaan, dan persepsi terhadap dukungan atasannya. Modal psikologis, minat terhadap pekerjaan, dan persepsi terhadap kinerja diasumsikan berhubungan dengan kinerja melalui keterikatan kerja akan tetapi belum ada penelitian yang membuktikan hal ini. Penelitian dilakukan di PT A, sebagai salah satu perusahaan distribusi bahan bangunan di Indonesia. Jumlah sampel yang digunakan sejumlah 151 responden. Metode analisis dilakukan dengan metode SEM. Dari hasil analisis data, ditemukan bahwa keterikatan kerja tidak dapat memediasi modal psikologis dan kinerja (RMSEA = 0.031, P-value = 0.2188). Namun, keterikatan kerja ditemukan dapat memediasi minat dengan kinerja (RMSEA = 0.000, P-value = 0.2188). Selain itu, dalam penelitian ini ditemukan salah satu model penelitian dinyatakan tidak fit (RMSEA = 0.067, P-values = 0.00035).
Article Details
This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.
This work is licensed under a Jurnal Muara Ilmu Sosial, Humaniora, dan Seni Creative Commons Attribution-ShareAlike 4.0 International License.References
Adipratama, S. M. (2022). The role of job engagement as a mediator in the influence between psychological capital and performance. International Journal of Review Management Business and Entrepreneurship (RMBE), 2(1), 209-220. https://doi.org/10.37715/rmbe.v2i1.3033
Almawali, H., Hafit, N. I. A., & Hassan, N. (2021). Motivational factors and job performance: The mediating roles of employee engagement. International Journal of Human Resource Studies, 11(3), 6782-6782. https://doi.org/10.5296/ijhrs.v11i3.18856
Al-Omari, K., & Okasheh, H. (2017). The influence of work environment on job performance: A case study of engineering company in Jordan. International Journal of Applied Engineering Research, 12(24), 15544-15550.
Amabile, T. M., Hill, K. G., Hennessey, B. A., & Tighe, E. M. (1994). The work preference inventory: Assessing intrinsic and extrinsic motivational orientations. Journal of Personality and Social Science, 66(5), 950-967. https://doi.org/10.1037/0022-3514.66.5.950
Astuti, D. A. L. W. (2006). Penciptaan sistem penilaian kinerja yang efektif dengan assessment centre. Jurnal Manajemen Maranatha, 6(1), 23-34.
Bakker, A. B. (2011). An evidence-based model of work engagement. Current Direction in Psychological Science, 20(4), 265-269. https://doi.org/10.1177/0963721411414534
Bakker, A. B., & Demerouti, E. (2008). Towards a model of work engagement. Career Development International, 13(3), 209-223. https://doi.org/10.1108/13620430810870476
Bakker, A. B., Demerouti, E., & ten Brummelhuis, L. L. (2012). Work engagement, performance, and active learning: The role of conscientiousness. Journal of Vocational Behavior, 80(2), 555-564. https://doi.org/10.1016/j.jvb.2011.08.008
Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182.
Bevan, S. (2012). Good work, high performance and productivity. Work Foundation.
Browne, M. W., & Cudeck, R. (1992). Alternative ways of assessing model fit. Sociological Methods & Research, 21(2), 230-258. https://doi.org/10.1177/0049124192021002005
Campbell, J. P., & Wiernik, B. M. (2015). The modeling and assessment of work performance. Annual Review of Organizational Psychology and Organizational Behavior, 2, 47-74. https://doi.org/10.1146/annurev-orgpsych-032414-111427
Deci, E. L., & Ryan, R. M. (1985). Intrinsic motivation and self-determination in human behavior. Springer Science & Business Media.
Demerouti, E., & Cropanzano, R. (2010). From thought to action: Employee work engagement and job performance. In A. B. Bakker & M. P. Leiter (Eds.), Work engagement: A handbook of essential theory and research (pp. 147-163). Psychology Press.
Dessler, G. (2015). Human resource management (14th ed.). Pearson Education.
Durrah, O., Alhamoud, A., & Khan, K. (2016). Positive psychological capital and job performance: The mediating role of job satisfaction. PONTE: International Scientific Researches Journal, 72(7), 214-225. http://doi.org/10.21506/j.ponte.2016.7.17
Durrah, O., Al-Tobasi, A., A’Aqoulah, A., & Ahmad, M. (2016). The impact of the psychological capital on job performance: A case study on faculty members at Philadelphia University. International Review of Management and Marketing, 6(2), 183-191.
Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87(3), 565-573. https://doi.org/10.1037/0021-9010.87.3.565
Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate data analysis (7th ed.). Pearson.
Harackiewicz, J. M., & Knogler, M. (2017). Interest theory and application. In A. J. Elliot, C. S. Dweck, & D. S. Yeager (Eds.), Handbook of competence and motivation: Theory and application (2nd ed., pp. 334-352). The Guilford Press.
Hutapea, P., & Thoha, N. (2008). Kompetensi plus. PT Gramedia Pustaka Utama.
Koopmans, L. (2014). Measuring individual work performance. CPI Koninklijke Wöhrmann, Zutphen.
Koopmans, L., Bernaards, C. M., Hildebrandt, V. H., Schaufeli, W. B., de Vet, H. C. W., & van der Beek, A. J. (2011). Conceptual frameworks of individual work performance: A systematic review. Journal of Occupational and Environmental Medicine, 53(8), 856-866. https://doi.org/10.1097/jom.0b013e318226a763
Longenecker, C. O., Simonetti, J. L., & Sharkey, T. W. (1999). Why organizations fail: The view from the front-line. Management Decision, 37(6), 503-513. https://doi.org/10.1108/00251749910278023
Luthans, F., Avey, J. B., Avolio, B. J., & Peterson, S. J. (2010). The development and resulting performance impact of positive psychological capital. Human Resource Development Quarterly, 21(1), 41-67. https://doi.org/10.1002/hrdq.20034
Luthans, F., Avolio, B. J., Avey, J. B., & Norman, S. M. (2007). Positive psychological capital: Measurement and relationship with performance and satisfaction. Personnel Psychology, 60(3), 541-572. https://doi.org/10.1111/j.1744-6570.2007.00083.x
Mbat, D. O., & Eyo, E. I. (2013). Corporate failure: Causes and remedies. Business and Management Research, 2(4), 19-24. http://doi.org/10.5430/bmr.v2n4p19
Muchhal, D. S. (2014). HR practices and job performance. IOSR Journal of Humanities and Social Science (IOSR-JHSS), 19(4), 55-61. http://doi.org/10.9790/0837-19415561
Nye, C. D., Su, R., Rounds, J., & Drasgow, F. (2012). Vocational interest and performance: A quantitative summary of over 60 years of research. Perspectives on Psychological Science, 7(4), 384-403. https://doi.org/10.1177/1745691612449021
Nye, C. D., Su, R., Rounds, J., & Drasgow, F. (2017). Interest congruence and performance: Revisiting recent meta-analytic findings. Journal of Vocational Behavior, 98, 138-151. https://doi.org/10.1016/j.jvb.2016.11.002
Ratnaningtyas, H., Handaru, A. W., & Eryanto, H. (2021). Transformational leadership and work motivation on work productivity mediated by work engagement: An introductory analysis. The International Journal of Social Sciences World (TIJOSSW), 3(2), 25-32.
Ryan, R. M., & Deci, E. L. (2000). Intrinsic and extrinsic motivations: Classic definition and new direction. Contemporary Educational Psychology, 25(1), 54-67. https://doi.org/10.1006/ceps.1999.1020
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, 25(3), 293-315. https://doi.org/10.1002/job.248
Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66(4), 701-716. https://doi.org/10.1177/0013164405282471
Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies: An Interdisciplinary Forum on Subjective Well-Being, 3(1), 71-92. https://doi.org/10.1023/A:1015630930326
Scheier, M. F., Carver, C. S., & Bridges, M. W. (2001). Optimism, pessimism, and psychological well-being. In E. C. Chang (Ed.), Optimism & pessimism: Implications for theory, research, and practice (pp. 189-216). American Psychological Association. https://doi.org/10.1037/10385-009
Shah, S. M. M., Hamid, K. B. A., Shaikh, U. A., Qureshi, M. A., & Pahi, M. H. (2016). The relationship between leadership styles and job performance: The role of work engagement as a mediator. International Journal for Social Studies, 2(10), 242-253.
Shanock, L. R., & Eisenberger, R. (2006). When supervisors feel supported: Relationship with subordinates’ perceived supervisor support, perceived organizational support, and performance. Journal of Applied Psychology, 91(3), 689-695. https://doi.org/10.1037/0021-9010.91.3.689
Simons, J. C., & Buitendach, J. H. (2013). Psychological capital, work engagement, and organizational commitment amongst call centre employees in South Africa. SA Journal of Industrial Psychology, 39(2), Article 1071. https://doi.org/10.4102/sajip.v39i2.1071
Telvisia, I., & Suyasa, P. T. Y. S. (2008). Kesesuaian minat terhadap pekerjaan: Pegawai produktif (Studi pada agen asuransi jiwa di Jakarta). Phronesis Jurnal Ilmiah Psikologi Industri dan Organisasi, 10(1), 76-95.
Toppo, L., & Prusty, T. (2012). From performance appraisal to performance management. IOSR Journal of Business and Management (IOSRJBM), 3(5), 1-6. http://doi.org/10.9790/487X-0350106
van den Heuvel, M., Demerouti, E., Schreurs, B. H. J., Bakker, A. B., & Schaufeli, W. B. (2009). Does meaning-making help during organizational change?: Development and validation of a new scale. The Career Development International, 14(6), 508-533. https://doi.org/10.1108/13620430910997277
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(2), 121-141. https://doi.org/10.1037/1072-5245.14.2.121