Pengaruh Self Leadership terhadap Work Engagement pada Pegawai CV. Mandiri Perkasa Sibolga

Abstract

Penelitian ini bertujuan untuk melihat apakah self leadership dapat mempengaruhi work engagement pada pegawai CV. Mandiri Perkasa Sibolga. Hipotesis penelitian ini adalah terdapat pengaruh positif yang signifikan antara self leadership dengan work engagement. Populasi pada penelitian ini berjumlah 81 orang dan sampel penelitian ini sebanyak 49 orang. Teknik pengambilan sampel menggunakan teknik insidental sampling. Pengambilan data menggunakan skala, dalam penelitian ini menggunakan model skala likert dengan dua skala, yaitu skala self leadership dan skala work engagement. Metode analisis data menggunakan analisis regresi linear. Hasil analisis data menunjukkan r2 = 0,353 dengan p = 0,000 < 0,05. Artinya self leadership mampu mempengaruhi sebesar 35,3% terhadap work engagement. Dari hasil penelitian ini dapat disimpulkan bahwa terdapat pengaruh positif yang signifikan antara self leadership terhadap work engagement. Self leadership memiliki nilai mean hipotetik 62,5 < nilai empirik 71,96 artinya self leadership pegawai tergolong tinggi. Sedangkan work engagement memiliki nilai mean hipotetik 50 < nilai mean empirik 59,98 artinya work engagement pegawai tergolong tinggi. Maka dari hasil penelitian ini dapat ditarik kesimpulan bahwa semakin tinggi self leadership maka semakin tinggi work engagement pegawai CV. Mandiri Perkasa Sibolga. This research aimed to examine whether self-leadership could affect work engagement among employees ar CV. Mandiri Perkasa Sibolga. The research hypothesis was that there was a significant positive effect of self-leadership on work engagement. The population in this study consisted of 81 people. and the sample size was 49 people. The sampling technique used incidental sampling. Data collection was conducted using scales, with this study utilizing a Likert scale model with two scales; the self-leadership scale and the work engagement scale.The data analysis method employed linear regression analysis. The results of the data analysis showed that r' = 0.353 with p= 0.000 < 0.05. This meant that self-eadership was able to influence work engagement by 35.3%. From the results of this study, it was concluded that there was a significant positive effect of self-leadership on work engagement. Self-leadership had a hypothetical mean value of 52.5, which was lower than the empirical value of71.96, indicating that employee self-leadership was high. Meanwhile, work engagement had a hypothetical mean value of 50, which was lower than the empirical mean value of 59.98. indicating that work engagement among employees was also high. Therefore, the conclusion Grawn from this study was that the higher the self-leadership, the higher the work engagement among employees at CV. Mandiri Perkasa Sibolga.