Hubungan antara Job Demands dengan Work Engagement pada Prajurit TNI-AD di Batalyon Zeni Tempur I/Dd Kota Medan

Abstract

Penelitian ini bertujuan untuk melihat hubungan antara job demands dan work engagement pada prajurit Batalyon Zipur I/DD, dengan hipotesis penelitian bahwa terdapat hubungan negatif antara job demands dan work engagement. Metode kuantitatif digunakan dengan melibatkan 110 responden laki-laki berusia 19–32 tahun. Data dikumpulkan menggunakan skala job demands (Bakker & Demerouti, 2014) dan skala work engagement (Schaufelli & Bakker, 2003), kemudian dianalisis dengan teknik korelasi Product Moment. Hasil penelitian menunjukkan hubungan negatif signifikan antara job demands dan work engagement (rxy = - 0,545, p < 0,05), yang berarti semakin tinggi job demands, semakin rendah work engagement prajurit, dimana artinya hipotesis dalam penelitian ini dapat diterima. Job demands berkontribusi sebesar 29,7% terhadap work engagement, sementara sisanya dipengaruhi oleh faktor internal dan eksternal. Analisis deskriptif menunjukkan bahwa job demands berada pada kategori tinggi dengan mean empirik 56,44, sementara work engagement tergolong rendah dengan mean empirik 59,14. Penelitian ini memberikan kontribusi penting untuk pengembangan kebijakan dan strategi manajerial dalam meningkatkan karakter dan kinerja prajurit, serta efektivitas operasional di lingkungan militer. This study aims to see the relationship between job demands and work engagement in soldiers of the Zipur I/DD Battalion, with the research hypothesis that there is a negative relationship between job demands and work engagement. Quantitative methods were used involving 110 male respondents aged 19–32 years. Data were collected using the job demands scale (Bakker & Demerouti, 2014) and the work engagement scale (Schaufelli & Bakker, 2003), then analyzed using the Product Moment correlation technique. The results of the study showed a significant negative relationship between job demands and work engagement (rxy = -0.545, p <0.05), which means that the higher the job demands, the lower the work engagement of soldiers, which means that the hypothesis in this study can be accepted. Job demands contributed 29.7% to work engagement, while the rest was influenced by internal and external factors. Descriptive analysis shows that job demands are in the high category with an empirical mean of 56.44, while work engagement is low with an empirical mean of 59.14. This study provides an important contribution to the development of managerial policies and strategies in improving the character and performance of soldiers, as well as operational effectiveness in the military environment.