PERAN KETERIKATAN KERJA SEBAGAI MEDIATOR EFIKASI DIRI DALAM MEMPREDIKSI INTENSI KERJA
Article Sidebar
Main Article Content
Abstract
Lecturers are considered important workforce for a university or in any highgrade education institutions. University X had experienced a decrease in educational manpower due to system changes which creates a significant problem towards the university management in fulfilling the needs and demands of lecturers that are needed to accommodate the large ammount of students that are increasing exponentially. To address this problem, the university need to encourage lecturers who had high intentions to quit to be involved more in their professional practices and believe in their skills as a lecturer in the field of teaching, researching and community service. The aim of this research is to understand the role of Work Engagement as a mediator of Self-efficacy in predicting Turnover Intention of lecturers working in a university. This research is an analytic correlational research which uses quantitative approach of Non-experimental method. Data regarding levels of self-efficacy, work engagement and turnover intention of participants are collected via questionnaire links. The number of participants in this research were 163 lecturers. Self-efficacy and work engagement within the lecturers are categorized as high, besides that turnover intention within the lecturers are categorized as medium. The hypothesis testing used the Spearman Rank with a 95% trust level. Results show that self efficacy is significant towards turnover intention (r=-0,408; p<0,000). Results also show thatself-efficacy is significant towards work engagemen t(r=0,617; p<0,000). Work engagement fully mediated the relationship between self-efficacy and turnover intention.
Dosen merupakan tenaga kerja penting dalam sebuah institusi pendidikan tinggi atau universitas. Universitas X mengalami penurunan dalam aspek sumber daya dosen akibat pergantian sistem baru sehingga menimbulkan permasalahan bagipengelolauniversitas dalam memenuhi tuntutan jumlah dosen yang cukup untuk mengakomodasi jumlah mahasiswa yang semakin banyak. Dalam rangka mengatasi masalah tersebut, universitas harus berupaya melibatkan dosen yang memiliki intensi keluar yang tinggi untuk lebih melibatkan mereka dalam praktek profesi dan meningkatkan keyakinan kemampuan mereka dalam mengajar, melakukan penelitian dan pengabdian pada masyarakat. Tujuan penelitian ini adalah untuk mengetahui peran keterikatan kerja sebagai mediator efikasi diri dalam memprediksi intensi kerja pada dosen yang bekerja di universitas. Penelitian ini merupakan penelitian deskriptif analitik korelasi dengan menggunakan pendekatan kuantitatif dengan metode non-experimental. Data tingkat efikasi diri, keterikatan kerja dan intensi kerja responden dikumpulkan dengan link kuesioner. Subyek penelitian berjumlah 163 dosen yang bekerja di Universitas X. Rata-rata tingkat efikasi diri dan keterikatan kerja dosen dalam kategori tinggi, sementara rata-rata tingkat intensi kerja dosen dalam kategori sedang. Uji hipotesis untuk setiap variabel menggunakan Spearman Rank dengan tingkat kepercayaan 95%. Hasil penelitian menunjukkan terdapat hubungan yang signifikan antara efikasi diri dan intensi kerja (r = -0,408; p<0,000). Hasil penelitian juga menunjukkan terdapat hubungan yang signifikan antara efikasi diri dan keterikatan kerja (r = 0,617; p<0,000). Kerikatan kerja memiliki peran signifikan sebagai mediator sempurna antara efikasi diri dan intensi kerja.
Article Details
References
Adeel, M. M., Khan, H. G. A., Zafar, N., & Rizvi, S. T. (2018). Passive leadership and its relationship with organizational justice: Verifying mediating role of affect-based trust. Journal of Management Development, 37(2), 212-223.
Agoi, L. F. (2015). Effect of work engagement on employee turnover intention in public sector, Kenya. International Journal of Economics, Commerce and Management, 3(12), 426-440.
Alessandri, G., Borgogni, L., Schaufeli, W. B., Caprara, G. V., & Consiglio, C. (2015). From positive orientation to job performance: The role of work engagement and Self-efficacy beliefs. Journal of Happiness Studies, 16(3), 767-788.
Bakker, A. B., & Albrecht, S. (2018). Work engagement: current trends. Career Development International, 23(1), 4-11.
Bartlomiejczuk, G. (2015). How Do Recognition Programs Impact Employee Engagement and How Have Companies With A Large Global Footprint Structured Such Programs to Drive Results. Cornell University, ILR School.
Cao, Z., Chen, J., & Song, Y. (2013). Does Total Rewards Reduce the Core Employees' Turnover Intention?. International Journal of Business and Management, 8(20), 62.
Choi, J.H. and Kang, H.A. (2012). Job stress, personal resources, burnout, and work engagement in child counselors. Korean Journal of Childcare and Education, 8(5), 231-252.
Colquitt, J. A., & Rodell, J. B. (2011). Justice, trust, and trustworthiness: A longitudinal analysis integrating three theoretical perspectives. Academy of Management Journal, 54(6), 1183-1206.
Crossley, C. D., Cooper, C. D., & Wernsing, T. S. (2013). Making things happen through challenging goals: Leader proactivity, trust, and business-unit performance. Journal of Applied Psychology, 98(3), 540.
Daniel, T. A., J. D., Metcalf, G.S. (2005). The Fundamentals of Employee Recognition. SHRM Information Center.
Figueroa, O. (2015). The Influences Impacting Staff Turnover in Higher Education. College Professional Studies, Northeastern University.
Gravetter, F. J., & Wallnau, L. B. (2017). Statistics for the behavioral sciences. Boston, MA: Cengage Learning.
Gupta, M., & Shaheen, M. (2017). Impact of work engagement on Turnover intention: Moderation by psychological capital in India. Business: Theory and Practice, 18, 136.
Investorid, G. (2016, August 20). Jumlah Mahasiswa UPH Capai 15.000 Orang. Retrieved July 07, 2020, from https://investor.id/national/jumlah-mahasiswa-uph-capai-15000-orang
Jain, A. K., & Sinha, A. K. (2005). General Health in Organizations: Relative Relevance of Emotional Intelligence, Trust, and Organizational Support. International Journal of Stress Management, 12(3), 257.
Jewell, L. N. (1998). Contemporary industrial, organizational psychology, 3rd. Pacific Grove, CA: Brooks/Cole, Pub. Co, 282-302.
Kim, S. Y., & Fernandez, S. (2017). Employee empowerment and turnover intention in the US federal bureaucracy. The American Review of Public Administration, 47(1), 4-22.
Klassen, R. M., & Chiu, M. M. (2011). The occupational commitment and intention to quit of practicing and pre-service teachers: Influence of Self-efficacy, job stress, and teaching context. Contemporary Educational Psychology, 36(2), 114-129.
Lee, W. J. (2008). A Pilot Survey of Turnover intention and Its Determinants Among Adult Probation Line Officers in Texas. Angelo State University.
Lisbona, A., Palaci, F., Salanova, M., & Frese, M. (2018). The effects of work engagement and Self efficacy on personal initiative and performance.
Lönnfjord, V., & Hagquist, C. (2018). The psychometric properties of the Swedish version of the general self-efficacy scale: A Rasch analysis based on adolescent data. Current Psychology, 37(4), 703-715.
Luthans, F., Zhu, W. and Avolio, B.J. (2006). Citation: The impact of efficacy on work attitudes across cultures. Journal of World Business, 41(2), 121-132.
Masindi, T. (2015). The influence of job satisfaction and organisational commitment on turnover intention (Doctoral dissertation, Cape Peninsula University of Technology).
McManus, J., & Mosca, J. (2015). Strategies to build trust and improve employee engagement. International Journal of Management & Information Systems (IJMIS), 19(1), 37-42.
Memon, M. A., Salleh, R., & Baharom, M. N. R. (2017). The mediating role of work engagement between pay satisfaction and turnover intention. International Journal of Economics, Management and Accounting, 25(1), 43-69.
Mobley, W. H. (1982). Employee turnover, causes, consequences, and control. Addison-Wesley.
Mobley, W.H., Griffeth, R.W., Hand, H.H. and Meglino, B.M. (1979). Citation: Review and conceptual analysis of the employee turnover process. Psychological Bulletin, 86(3), 493-522.
No, U. U. R. I. 14/2005 tentang Guru dan Dosen. Citra Umbara. Bandung.
Ozyilmaz, A., Erdogan, B., & Karaeminogullari, A. (2018). Trust in organization as a moderator of the relationship between self?efficacy and workplace outcomes: A social cognitive theory?based examination. Journal of Occupational and Organizational Psychology, 91(1), 181-204.
Peraturan Menteri Riset, Teknologi, Dan Pendidikan Tinggi Republik Indonesia Nomor 2 Tahun 2016 Tentang Perubahan Atas Peraturan Menteri Riset, Teknologi, Dan Pendidikan Tinggi Nomor 26 Tahun 2015 Tentang Registrasi Pendidik Pada Perguruan Tinggi.
Rahayu, S. I. (2018, 27 Agustus). Universitas Sebagai Institusi Budaya. Harian Kompas. Edisi 27.
Robyn, A. M. (2012). Intention to quit amongst generation Y academics at higher education institutions (Doctoral dissertation, Stellenbosch: Stellenbosch University).
Saunderson, R. (2016). Survey Findings of The Effectiveness of Employee Recognition in The Public Sector. Public personnel management.
Schaufeli, W. B., & Bakker, A. B. (2003). Utrecht work engagement scale: Preliminary manual. Occupational Health Psychology Unit, Utrecht University, Utrecht, 26, 64-000.
Schyns, B., Torka, N. and Gössling, T. (2007). Citation: Turnover intention and preparedness for change: exploring leader-member exchange and occupational self-efficacy as antecedents of two employability predictors. Career Development International, 12(7),660-679.
Scott, D., & McMullen, T. (2010). The Impact of Rewards Programs on Employee Engagement. Worldatwork The Total Rewards Association.
Shahpouri, S., Namdari, K., & Abedi, A. (2016). Mediating role of work engagement in the relationship between job resources and personal resources with turnover intention among female nurses. Applied Nursing Research, 30, 216-221.
The Boston Consulting Group. (2017). Tackling Indonesia’s Talent Challenges. Bcg Perspectives.
The Jakarta Post. (2017, June 6). Indonesia Faces Lecturer Shortage Crisis. J Plus by The Jakarta Post.
Woocheol Kim, Young Sup Hyun, (2017). Citation:The impact of
personal resources on turnover intention: The mediating effects of work engagement. European Journal of Training and Development, 41(8), 705-721.
Worley, C. G., Mohrman, S. A., & Nevitt, J. A. (2011). Large group interventions: An empirical field study of their composition, process, and outcomes. The Journal of Applied Behavioral Science, 47(4), 404-431.
Zamralita, Z. (2017). Gambaran Keterikatan Kerja pada Dosen-Tetap Ditinjau dari Karakteristik Personal. Jurnal Muara Ilmu Sosial, Humaniora, dan Seni, 1(1), 338-345.
Zhang, M., Fried, D. D., & Griffeth, R. W. (2012). A review of job embeddedness: Conceptual, measurement issues, and directions for future research. Human Resource management review, 22(3), 220-231.
Zimmerman, B. J. (2000). Self-efficacy: An essential motive to learn. Contemporary educational psychology, 25(1), 82-91.