Pengaruh Job Resources Terhadap Work Engagement Pada Karyawan Pt. Pelindo Multi Terminal

Abstract

Penelitian ini bertujuan untuk mengetahui pengaruh job resources terhadap work engagement pada karyawan PT. Pelindo Multi Terminal. Work Engagement adalah keterikatan karyawan terhadap lingkungan kerja serta kondisi perusahaan tempat individu bekerja. Job resources adalah aspek pekerjaan yang berfungsi membantu karyawan mengatasi job demands dan konsekuensi fisiologis maupun psikologis yang terjadi, sekaligus menstimulasi pertumbuhan, pembelajaran, dan pengembangan personal. Hipotesis yang diajukan dalam penelitian ini yaitu ada pengaruh positif antara job resources terhadap work engagement pada karyawan. Penelitian ini menggunakan pendekatan kuantitatif. Teknik sampling menggunakan purposive sampling, sampel berjumlah 38 karyawan. Metode pengambilan data menggunakan model skala likert. Penelitian ini menggunakan skala work engangement dan job resources. Metode analisis data Regresi linier sederhana. Berdasarkan analisis data yang dilakukan, maka di peroleh f = 3,755 R2 = 0,722 dengan P = 0,002 perhitungan nilai rata rata hipotetik dan empirik job resources 90 dan 112,89 maka tergolong tinggi dan nilai rata rata hipotetik dan empirik work engangement 60 dan 75,53 tergolong tinggi. Sedangkan Be% =72,2% masih ada 27,8% faktor lain yang mempengaruhi work engagement. Hal ini berarti hipotesis yang di ajukan dinyatakan diterima. This study aims to determine the effect of job resources on work engagement for employees of PT Pelindo Multi Terminal. Work Engagement is the employee's attachment to the work environment and the conditions of the company where the individual works. Job resourcess are aspects of work that function to help employees cope with job demands and the physiological and psychological consequences that occur, as well as stimulate growth, learning, and personal development. The hypothesis put forward in this study is that there is a positive influence between job resourcess on employee work engagement. This study uses a quantitative approach. The sampling technique used purposive sampling, a sample of 38 employees. The data collection method uses a Likert scale model. This study uses the work engangement scale and the job resources scale. Method of data analysis simple linear regression. Based on the data analysis carried out, the obtained f = 3.755 R2 = 0.722 with P = 0.002 calculation of the hypothetical and empirical mean value of job resources 90 and 112.89, it is classified as high and calculation of the hypothetical and empirical mean value of work engangement 60 and 75,53 is classified as high. Meanwhile, Be% = 14.6%, there are still 85.4% other factors that influence work engagement. This means that the proposed hypothesis is accepted.