Pengaruh Flexible Work Arrangement terhadap Employee Engagement pada Pekerja Usia Dewasa Awal
Penulis
-
Irma Rosalinda Lubis
Universitas Negeri Jakarta
-
Shaumi Annisa Ishak
Kata Kunci:
employee engagement, flexible working arrangement, pekerja, dewasa awalAbstrak
Tujuan dari penelitian ini adalah untuk mengetahui pengaruh pengaturan kerja fleksibel terhadap employee engagement pada pekerja usia dini.Penelitian ini merupakan penelitian kuantitatif. Subyek penelitian ini adalah 218 partisipan yang diperoleh dengan menggunakan teknik purposive sampling.
Metode pengumpulan data diperoleh dengan kuesioner baik online maupun secara langsung. Uji statistik analisis yang digunakan untuk menguji hipotesis adalah regresi linier berganda.
Hasil penelitian ini menunjukkan bahwa terdapat pengaruh yang signifikan pengaturan kerja fleksibel terhadap employee engagement pada pekerja usia dini.
Nilai koefisien determinasi adalah 0,24. Artinya pengaturan kerja yang fleksibel mempengaruhi employee engagement sebesar 24%.
Referensi
Anderson, D., & Kelliher, C. (2009). Flexible Workinging and Engagement: The Importance of Choice. Emerald Group Publishing Limited, Strategic HR Review, VOL. 8 NO. 2 2009, pp. 13-18,.
Anitha, J. (2014). Determinants of employee engagement and their impact on employee performance. International Journal of Productivity and Performance Management, Vol. 63 Issue: 3, pp.308-323, Retrieved from https://doi.org/10.1108/IJPPM-01-2013-0008.
Badan Pusat Statistik. (2021-2022). Persentase Angkatan Kerja Terhadap Penduduk Usia Kerja (TPAK) Menurut Golongan Umur (Persen), 2021-2022. Retrieved from: https://www.bps.go.id/indicator/6/714/1/persentase-angkatan-kerja-terhadap-penduduk-usia-kerja-tpak-menurut-golongan-umur.html.
Bakker, A. B., & Albrecht, S. (2018). Working engagement: Current trends. Career Dev. Int, 23, 4-11.
Caesens, G., Marique, G., Hanin, D., & Stinglhamber, F. (2015). The Relationship Between Perceived Organizational Support and Proactive Behaviour Directed Towards The Organization. European Journal of Working and Organizational Psychology, Retrieved from http://dx.doi.org/10.1080/1359432X.2015.1092960.
CNN Indonesia. (2022). Survei Microsoft: Pola Kerja Hibrida Lebih Dipilih Ketimbang Full WFH. Retrieved from: https://www.cnnindonesia.com/teknologi/20220524215930-206-800796/survei-microsoft-pola-kerja-hibrida-lebih-dipilih-ketimbang-full-wfh.
Dariyo, A. (2003). Psikologi Perkembangan Dewasa Muda. Jakarta: Gramedia Pustaka.
Fajariyanti, Y., & Harsono, M. (2020). Pengaruh Flexible Working Arrangement Pada Employee Engagement dan Turnover Intention. Proceeding The 8th Management Breaktrough and Doctoral Journey, 303-309. Retrieved from: https://docplayer.info/212607601-Pengaruh-flexible-Working-arrangement-pada-employee-engagement-dan-turnover-intention-yeni-fajariyanti-mugi-harsono-universitas-sebelas-maret.html.
Fawziah, S. A., & Irwansyah. (2020). Telecommuting/TeleWorkinging – Working from Home – Sebagai Solusi Efektif Mobilisasi Kerja. Jurnal Infortech, Volume 2 No. 1. Doi: http://ejournal.bsi.ac.id/ejurnal/index.php/infortech.
Fletcher, L. (2015). Can Perceptions of Flexible Working Arrangements Boost Engagement and Desirable Employee Behaviour. Retrieved From: https://www.cipd.co.uk/Images/can-perceptions-of-flexible-Working-arrangements-booste-engagement_2015_tcm18-15590.pdf.
Gallup. (2013). Why Indonesia Must Engage Younger Workingers. Business Journal, Retrieved from: https://news.gallup.com/businessjournal/166280/why-indonesia-engage-younger-Workingers.aspx.
Gallup. (2022). State of the Global Workingplace 2022 Report: The Voice Of The World's Employee. Retrieved from: https://www.gallup.com/Workingplace/349484/state-of-the-global-Workingplace.aspx?campaignid=18945689505&adgroupid=144738602378&adid=635621115754&gclid=Cj0KCQiA1NebBhDDARIsAANiDD3ORUd5uzOb_X39RnygKjeX8-852exs_j-AFQ3dHQgnEb7xprLsMvsaAptXEALw_wcB.
Gibson, J. L., Ivancevich, J. M., & Jr, J. H. (2000). Organization. Boston: McGraw-Hill Companies, Inc.
Handoyo, A. W., & Setiawan, R. (2017). PENGARUH EMPLOYEE ENGAGEMENT TERHADAP KINERJA KARYAWAN PADA PT. TIRTA REJEKI DEWATA. AGORA, Vol. 5, No.1. Retrieved from: https://media.neliti.com/media/publications/55089-ID-pengaruh-employee-engagement-terhadap-ki.pdf.
Harian Ekonomi Neraca. (2019). Hasil Survei, Generasi Z Lebih Optimisme. MAKRO: Bursa & Financial, 6.
Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level Relationship Between Employee Satisfaction, Employee Engagement, and Business Outcomes: a Meta-Analysis. Journal of Applied Psychology, 87(2): 268-79.
Hastuti, S. (2021). Pengukuran Level Keterikatan Karyawan (Employee Engagement) Dengan Q12 Gallup Pada PT. XT. Jurnal Saraq Opat, pp 54-70, Vol 4 No 1, Retrieved From https://jurnal.ugp.ac.id/index.php/SaraqOpat.
Hurlock, E. B. (1996). Psikologi Perkembangan. Jakarta: Erlangga.
Hurlock, E. B. (2009). Life Span Development: Perkembangan Masa Hidup. Jakarta: Erlangga.
Hyland, M. M. (2000). Flexibility in Working arrangements: How availability, preferences and use a?ect business outcomes. Paper presented at the Annual Meeting of the Academy of Management, Toronto, ON.
Ikhsan, M. (2016). Analisis Pengaruh Penduduk Usia Kerja, Rata-Rata Lama Sekolah dan Upah Minimum Terhadap Tingkat Partisipasi Angkatan Kerja Kabupaten/Kota di Jawa Timur. Fakultas Ekonomi dan Bisnis Universitas Brawijaya, 1-14.
Juvonen, M. (2019). Flexible Workinging and Employee Engagement. Metropolia University of Applied Sciences, European Business Administration, Bachelor’s Thesis.
Katadata Media NetWorking. (2022). Survei: Mayoritas Milenial dan Gen Z Lebih Suka Pola Kerja Kombinasi. katadata.co.id, Retrieved from https://databoks.katadata.co.id/datapublish/2022/07/23/survei-mayoritas-milenial-dan-gen-z-lebih-suka-pola-kerja-kombinasi.
Katadata.co.id. (2022). WFH yang Semakin Populer Selepas Pandemi. Retrieved from https://katadata.co.id/dinihariyanti/berita/62b5506eb94f5/wfh-yang-semakin-populer-selepas-pandemi.
Kelliher, C., & Anderson, D. (2010). Doing More With Less? Flexible Workinging Practices and The Intensification Of Working. Human relations, 63, 83-106. doi:10.1177/0018726709349199.
Kompas.com. (2022). Jabodetabek PPKM Level 1, "Working From Office" Bisa 100 Persen. Retrieved from https://nasional.kompas.com/read/2022/05/24/08150741/jabodetabek-ppkm-level-1-Working-from-office-bisa-100-persen.
Kronos Incorporated. (2019). Full Report: Generation Z in The Workingplace. Retrieved from https://Workingforceinstitute.org/wp-content/uploads/2019/11/Full-Report-Generation-Z-in-the-Workingplace.pdf.
Macey, W., & Schneider, B. (2008). The Meaning of Employee Engagement. Industrial and Organizational Psychology, 3-30.
Markos, S. (2010). Employee Engagement: The Key to Improving Performance. International Journal of Business and Management, Vol. 5, No. 12.
Maruyama, T. &. (2012). From anxiety to assurance: Concerns and outcomes of teleWorking. Personnel Review, 41(4), 450–469. https://doi.org/10.1108/00483481211229375.
Mercer. (2021). Indonesia Employee Engagement Insights.
Monks, F. J., Knoers, A. M., & Haditono, S. R. (2001). Psikologi Perkembangan: Pengantar Dalam Berbagai Bagiannya. Yogyakarta: Gadjah Mada University Press.
Paat, Y. (2021). Aturan Terbaru Anies: Kapasitas Perkantoran 75 Persen WFH di Seluruh Jakarta. BeritaSatu.com, Retrieved from https://www.beritasatu.com/megapolitan/790783/aturan-terbaru-anies-kapasitas-perkantoran-75-persen-wfh-di-seluruh-jakarta.
PANRB, K. (2021). ASN Sektor Non-esensial WFH 100% Selama PPKM Darurat. Retrieved from https://www.menpan.go.id/site/berita-terkini/asn-sektor-non-esensial-wfh-100-selama-ppkm-darurat.
Papalia, O. &. (2008). Human Development. New York: McGraw - Hill.
Primandaru, N., & Prawitasari, M. D. (2022). Impact Of Flexible Working Arrangements On Employee Performance: The Mediation Role Of Innovative Working Behaviour During The Covid-19 Pandemic. Procuratio: Jurnal Ilmiah Manajemen, Vol. 10 No. 1. 1-13.
Putri, A. F. (2019). Pentingnya Orang Dewasa Awal Menyelesaikan Tugas Perkembangannya. SCHOULID: Indonesian Journal of School Counseling, 3(2), 35-40. DOI: https://doi.org/10.23916/08430011.
Rasool, S. F., Wang, M., Tang, M., Saeed, A., & Iqbal, J. (2021). How Toxic Workingplace Environment Effects the Employee Engagement: The Mediating Role of Organizational Support and Employee Wellbeing. International Journal of Environmental Research and Public Health, 18, 2294. Retrieved from: https://doi.org/10.3390/ijerph18052294.
Rocha, C. T. (2018). TeleWorking: conceptualization and issues for analysis O teletrabalho: conceituação e questões para análise Resumo. 16(1), 152–162.
Sakitri, G. (2018). Selamat Datang Gen Z, Sang Penggerak Inovasi. Universitas Prasetiya Mulya , Retrieved from https://journal.prasetiyamulya.ac.id/journal/index.php/FM/article/download/596/393/.
Santrock, J. W. (2011). Life-Span Development (Perkembangan Masa Hidup). Jakarta: Erlangga.
Shagvaliyeva, S., & Yazdanifard, R. (2014). Impact of Flexible Workinging Hours on Working- Life Balance. American Journal of Industrial and Business Management, 4,20-23, DOI: http://dx.doi.org/10.4236/ajibm.2014.41004.
Simanjuntak, D. F., Mustika, M. D., & Sjabadhyni, B. (2019). Pengaruh Flexible Working Arrangement Terhadap Ethical Decision Making : Peran Employee Engagement Sebagai Mediator. Jurnal Diversita, 1-8. Doi: http://dx.doi.org/10.31289/diversita.v5i1.2327.
Tanwar, K., & Kumar, A. (2019). A. Employer brand, person-organisation fit and employer of choice. Pers. Rev.
The Staples Workingplace. (2019). DOES YOUR WORKINGPLACE DELIVER? 5 Keys to Meeting Employee Expectations. Workingplace Survey Results, Retrieved from: https://marketingassets.staples.com/m/5644f1362b2dfad2/original/Staples-Workingplace-Survey-2019.pdf.
TheJakartaPost. (2019). Indonesia Plans More Flexible Workinging Hours For Woman. Retrieve from https://www.thejakartapost.com/news/2019/01/12/indonesia-plans-more-flexible-Workinging-hours-for-women.html/.
Timms, e. a. (2014). Flexible Working Arrangements, Working engagement, turnover intentions and psychological health. Asia Pasific Journal of Human Resources.
Virginia, D. S., & Etikariena, A. (2021). Kegagalan Kognitif Karyawan di Masa Pandemi: Apakah Pengaturan Kerja Fleksibel dan Persepsi Kontrol Berperan? Gadjah Mada Journal of Psychology, Volume 7, Number 1. 48 - 63. DOI: 10.22146/gamajop.60297.
Weideman, M., & Hofmeyr, K. B. (2020). The influence of flexible Working arrangements on employee engagement: An exploratory study. SA Journal of Human Resource Management, 18(0), a1209. https://doi.org/10.4102/sajhrm.v18i0.1209.
Wiatr, A. (2021). Flexible Workinging Arrangements - Current Conditions and Research Directions. Business Management, 67-78.
Wicaksono, B. D., & Rahmawati, S. (2019). Pengaruh Employee Engagement Terhadap Kinerja Karyawan Direktorat Sistem Informasi dan Transformasi Digital Institut Pertanian Bogor. Jurnal Manajemen dan Organisasi (JMO), Vol. 10 No. 2, Agustus 2019, Hal. 133-146.
Witriaryani, A. S., Putri, A., Jonathan, D., & Abdullah, T. (2022). Pengaruh Working-life Balance dan Flexible Workinging Arrangement terhadap Job Performance dengan Dimediasi oleh Employee Engagement. Fair Value : Jurnal Ilmiah Akuntansi dan Keuangan, Volume 5, Number 2.
Yamin, R. A., & Pusparini, E. S. (2021). The Effect of Flexible Working Arrangement and Perceived Organizational Support on Employee Job Performance: The Mediating Role of Employee Engagement. Atlantis Press, Advances in Economics, Business and Management Research,, volume 657.
Ye, L. R. (2012). Telecommuting: Implementation for Success. International Journal of Business and Social Science, 20-29.
Unduhan
Diterbitkan
Cara Mengutip
Terbitan
Bagian
Lisensi
Hak Cipta (c) 2024 Irma Rosalinda Lubis
Artikel ini berlisensiCreative Commons Attribution-NonCommercial-ShareAlike 4.0 International 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).
