Mengikat Karyawan Dengan Telecommuting (Studi Keterikatan Kerja Karyawan Telecommuting)
Authors
-
Nuri Sadida
Fakultas Psikologi Universitas YARSI
-
Zulfa Febriani
Fakultas Psikologi Universitas YARSI
Abstract
Survei pada tahun 2012 menunjukkan bahwa hanya ada 1/3 karyawan yang memiliki keterikatan kerja dengan pekerjaannya di Indonesia. Salah satu sebab permasalahan yang dipersepsikan karyawan adalah kurangnya keseimbangan antara kehidupan kerja dan kehidupan pribadi. Hal ini terjadi karena belum banyak perusahaan yang menerapkan kebijakan jam kerja fleksibel. Akan tetapi, beberapa tahun belakangan beberapa perusahaan di Indonesia mulai menerapkan disain kerja telecommuting, sebuah disain kerja yang memungkinkan karyawan untuk tidak bekerja di kantor yang terpusat. Beberapa penelitian sebelumnya menyajikan beberapa keuntungan penerapan telecommuting, diantaranya meningkatnya produktivitas, kepuasan kerja, dan menurunnya stres kerja. Namun belum ada penelitian yang meneliti perbedaan tingkat keterikatan kerja pada karyawan yang bekerja di kantor tersentralisasi dengan karyawan telecommuting. Oleh karena itu, penelitian ini bertujuan untuk mengetahui perbedaan tersebut. Sejumlah 53 karyawan berpartisipasi dalam penelitian ini, dimana jumlah karyawan telecommuting adalah 21 karyawan dan karyawan yang bekerja tersentralisasi sejumlah 32 orang. Dimensi keterikatan kerja yang diukur adalah absorpsi, dedikasi, dan semangat. Pengambilan data menggunakan kuesioner Utrecht Work Engagement Scale (UWES) dengan 17 aitem yang diadaptasikan. Data dianalisis menggunakan teknik statistik non parametrik. Hasilnya dapat disimpulkan bahwa kelompok karyawan telecommuting menunjukkan rata-rata tingkat keterikatan kerja yang lebih tinggi secara signifikan dibandingkan kelompok karyawan yang bekerja tersentralisasi (U = 180,5 , p = .005). Hasil dari penelitian ini diharapkan dapat menjadi masukan bagi perusahan di Indonesia untuk mempertimbangkan penerapan telecommuting.
Kata kunci:Â keterikatan kerja, telecommuting, telework, UWES engagement scale, jam kerja fleksibel, work-life balance
References
Ayu, L, M. Yusuf, dan A. N. Priyatama. 2013. Hubungan antara Employee Satisfaction dan Budaya Organisasi dengan Employee Engagement pada Karyawan Tetap PT. BPD Jawa Tengah Cabang Utama Semarang. Jurnal Ilmiah Psikologi Candrajiwa 2 (2).Universitas Nasional Sebelas Maret.
Bailey, D. E., dan N. B. Kurland. 2002. A review of telework research: Findings, new directions and lessons for the study of modern work. Journal of Organizational Behavior 23: 383– 400.
Boeh, D. J. 2003. An Analysis of Engagement of Those Who Telecommute vs Those Who Do Not. Thesis. Department of the Air Force Air University
BusinessInsider. 2012. Indonesian Employees Are The Most Unhappy With Their Jobs. http://www.businessinsider.com/singapore-employees-are-among-the-most-dissatisfied-with-their-jobs-2012-3
De Lacy, J. C. 2009. Employee Engagement: The Development of a Three Dimensional Model of Engagement; and an Exploration of Its Relationship with Affective Leader Behaviours. Tesis.Faculty of Management.Queensland University of Technology. Brisbane
Drake, T. J. 2012. Assessing Employee Engagement : a Comparison of the Job Engagement Scale and the Utrecht Work Engagement Scale. Tesis. Department of Psychology. Colorado State University. Colorado.
Fonner, K.F & Rollof, M (2010). Why Teleworkers are More Satisfied with Their Jobs than are Office-Based Workers: When Less Contact is Beneficial. Journal of Applied Communication Research. Vol. 38 issue 4.
Gallup. 2013. State of the American Workplace: Employee Engagement Insights for U.S. Business Leaders. Gallup. USA
Gay, L. R., P. L. Diehl P. L.1992. Research methods for business and management.Macmillan Pub.Co. Pennsylvania.
Harter, J. K., F. L.Schmidt., danT. L. Hayes. 2002. Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology87(2) : 268–279.
Heneman, R.L., dan D.B. Greenberger. 2002. Human resource management in virtual organizations. Ohio State University. Columbus
Jakarta Post. 2012. Survey shows Indonesians worry about work-life balance. http://www.thejakartapost.com/news/2012/11/01/survey-shows-indonesians-worry-about-work-life-balance.html
Kular, S., M. Gatenby, C. Rees, E. Soane, dan K. Truss. (2008). Employee Engagement : A Literature Review. Kingston University
May, D.R.,R.L Gilson., dan L. M. Harter. 2004. The psychological conditions ofmeaningfulness, safety and availability and the engagement of the human spirit at work.Journal of Occupational and Organisational Psychology 77 (1) : 11-37.
Meadows, V. 2007. Versatile bureaucracy: A telework case study. The Public Manager36(4) : 33-37.
Megani, A. 2012. Hubungan antara employee engagament dan kesiapan karyawan untuk berubah (Studi pada PT. X). Skripsi. Fakultas Psikologi Universitas Indonesia.
Nirmala G. C. (2010). Perbedaan Employee Engagement Ditinjau Dari Jenis Bank Berdasarkan Segi Kepemilikan. Skripsi. Fakultas Psikologi. UNAIR. Indonesia
Olorunfemi, A. O. 2013. Telecommuting to Improve Quality of Worklife of Women Workers in Lagos State Tertiary Institutions.Journal of Studies in Education 3 (2)
Rich, B. L., J.A. Lepine., dan E. R. Crawford. 2010. Job Engagement : Antecedents and Effects on Job Performance. Academy of Management Journal53 (3) : 617–635.
Robbins, S. P., dan T. Judge. 2007. Organizational behavior. Pearson/Prentice Hall. Upper Saddle River, N.J.
Saks, A.M. 2006. Antecedents and consequences of employee engagement.Journal ofManagerial Psychology 21(6) : 600-619.
Schaufeli, W. B., M. Salanova, danA. B. Bakker. 2006. The Measurement of Work Engagement With a Short Questionnaire : A Cross National Study. Educational and Psychological Measurement 66 (4) : 701 – 716
Sukoco, B. M. 2007. Manajemen Administrasi Perkantoran Modern.Erlangga. Indonesia
The Center for Work & Family. 2002. Bringing Work Home : Advantages and Challenges of Telecommuting. Boston : Elizabeth Hamilton, Boston College
Towers Watson. 2012. Organisations Face a Huge Retention Risk with Nearly Two-thirds of the Indonesian Workforce Not Highly Engaged. Towers Watson. Indonesia
http://www.portalhr.com/berita/jakarta-banjir-karyawan-microsoft-indonesia-terbantu-sistem-telecommuting/ - diakses 20 November 2014
Downloads
Published
How to Cite
Issue
Section
License
Authors who publish with this journal agree to the following terms:- Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution License that allows others to share the work with an acknowledgement of the work's authorship and initial publication in this journal.
- Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgement of its initial publication in this journal.
- Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See The Effect of Open Access).
